Our Working Environment
Our working environment, which we have shaped in the light of our common values, vision, mission, and employer value proposition, has a highly innovative design and a central location. Since our head office in Emaar Square is located in the same complex with cafes, restaurants, and numerous shops along with our own recreational areas, it conveniently meets the social needs of our employees.
Offering the most contemporary and trendy working environment of the business world in a way worthy of the Petrol Ofisi brand and its employees, our head office is located in an area of 3 floors in line with the modern horizontal office approach. The head office, which involves the Headquarters business units of Petrol Ofisi, enhances the working conditions with its modern design and advanced technology. In our office, where we work with an open office system, interpersonal communication is sustained by physical spaces as well. In addition to an extensive network of shuttles, we also have a large parking area in the same complex for our colleagues who commute to work with their personal cars.
Providing a safe, healthy, and pleasing working environment with high HSSE standards in our 8 Fuel Terminals, 1 LPG Terminal, 1 Lubricants Factory, and Liaison Offices all located in different cities of Turkey as well as our Head Office in Istanbul, is among our top priorities.
Besides, we also offer home office and flexible working conditions to our sales teams working and traveling in the field all around Turkey.
Our Compensation Strategy
In light of our operational excellence objectives, we develop the right strategic compensation designs for the right employee segments and adopt a wage management approach consisting of different layers in line with the needs of Petrol Ofisi. The essence of this approach is to maintain the internal balance and to distinguish the competitive and accurate roles/people with regard to the market positioning.
Via the Job Evaluation Methodology, we determine our compensation policy by sorting job sizes on the basis of points and grades. Our aim in using an international and reliable compensation methodology is to quantify the total income of our employees based on a fair and competitive compensation system.
Individual wages are evaluated and revised once a year, paying regard to individual performance, market data, economic indicators, and internal balance.
Our salary package consists of 14 salaries per year (12 monthly salaries + 2 bonuses) and an annual performance bonus (paid for certain grades and positions). Bonus payments are made in April and October in parallel with the salary paydays, and the bonus allowances are calculated in proportion to the total number of days worked by the employee in the relevant bonus period.
Benefits in Cash
Welfare Benefits (Marriage, Maternity, Death, Holiday, and Annual Leave Benefits)
Rent and Relocation Allowance (for eligible job families in case of position and location change)
Performance Bonus (varies according to the task and grade structure)
Sales Bonus (varies according to the job families)
Overtime Wage (varies according to the grade structure and job families)
Shift Allowance (varies according to the grade structure and job families)
Benefits in Kind
Private Health Insurance (covering spouse and child)
Company Car depending on status or duty
Transportation (moving) Service (for eligible job families in case of position and location change)
Workplace Healthcare Service
Check-up (For eligible personnel based on the criteria specified in our policy)
Staff Transport Service
Mobile phone and line depending on position
Company Policy on Paid Leaves
Years of Seniority
Granted Days of Annual Leave
above 7 years
Learning and Development
You add more and more value to yourself at Petrol Ofisi.
In light of the vision we derive from our Pioneer of Development commitment, we attach great importance to developing professional knowledge and skills as well as the personal talents of our employees. It is among our priorities to create a working culture where employees of all levels can exhibit their full potential and learn through experience.
At Petrol Ofisi, the "learning" experience of our employees starts with the job offer. We accelerate and support the adaptation and learning process of our employees with all the introductory and informative documents we deliver, our online orientation program, and the field orientation that covers the factory, terminal, and station experiences.
In addition to their in-class training, we offer our employees the opportunity to learn anywhere and 24/7 through our content-rich online training platform covering an extensive variety of topics. We follow contemporary global trends, blend them with our institutional needs, and continuously improve our training content accordingly. With our regular seminars and webinars, we bring our employees together with the prominent names of their field; and through wellbeing training, we aim to provide a new perspective to our employees' individual development processes.
We observe the themes of "Mind, Body, and Soul" in our education, learning, and development processes, and we believe that our programs will have the ultimate impact on development when these three dimensions are addressed holistically. As a remarkable example of this approach, we can cite our "Leadership Development Journey" program, which received a Silver award in the "Most Innovative HR Applications" category at the Stevie MENA 2020 Awards and Gold award in the “Best Advance in Leadership Development” category in Brandon Hall HR Excellence 2020 Awards.
Also, other outstanding examples to our genuine training and development programs are “Management 101”, which enables entry-level managers to learn about basic management concepts and develop their skills, and the "Office of Experience" (Tecrübenin Ofisi) developed to support in-house learning and conducted entirely through online platforms, where our managers share their experiences, process and industry knowledge to our employees.
For all our training and events in the field of learning and development, which we organize with various contents through various platforms, and for various employee groups, we measure and monitor employee satisfaction and corporate contributions in all our processes.
Would you like to work as part of a team shaping the future?
Continuous improvement of the employees' experience and, therefore, achieving efficient business outcomes are among the most important objectives at the heart of our work. We aim to provide a work environment where the suggestions and expectations of our employees are appreciated, loyalty-strengthening approaches are constantly enhanced, ethical values are maintained, and the balance between work and private life is observed. In this sense, we conduct the “Employee Experience Survey” which covers all employees and is conducted annually, as well as the “My Petrol Ofisi Journey” survey series measuring the 1st, 3rd, and 6th-month experiences and perceptions of new employees. The first day and the first month of My Petrol Ofisi Journey series, where we measure the employee's experience pertaining to their first 6 months, is a special period that we care about as much as the entire life cycle of the employee. One of our most important practices that makes this experience exclusive and leads it to its peak is the "Guide Practice". With the "Guide Practice", we ensure that our new teammate thoroughly adapts to the working environment of Petrol Ofisi as soon as possible, and we solve the potential difficulties they may encounter in the first days of work together. The guide of our new employee is selected by the first manager from among his/her teammates, and the guide's roadmap is delivered by Human Resources and is monitored periodically.
Petrol Ofisi employee experience surveys consist of a pioneering survey design that deals with distinct and corporate-specific topics. In addition, the actions that would continuously enhance the employee experience are determined by the employee representatives through the "Development Ambassadors" group, and they are put into practice under the theme of "You Said, We Did It!".
Scores and feedback regarding the “Employee Experience”, which we measure in various periods through various surveys, are regularly shared with Human Resources Business Partners and Top Management. Follow-up of actions and improvement efforts are a critical item among the key performance indicators and employee performance objectives of our company.
We achieve perfection by taking responsibility.
The performance management process creates our values of "Perfectionism" and "Responsibility", and is a prerequisite of sustaining them. It is also one of the most essential components of our individual and corporate development. At Petrol Ofisi, the performance management system is an integrated system that consists of the evaluation of both target realizations and competencies. The evaluation and development of individual performance and competencies and the culture of providing feedback are as essential to us as determining measurable objectives that coincide with corporate objectives at Petrol Ofisi. In short, we care about "how" things are done as much as "what" is done.
After our company objectives are defined, these objectives are transparently communicated to our departments, units, and sub-units, and eventually, individual targets are defined. In other words, the objective of each employee has an impact on and contribution to the company's goal.
Compatible objectives and values: Ensure that each employee's business objectives coincide with the company's key success indicators and values,
Focus on corporate objectives: Ensures that individual objectives supporting the strategies of Petrol Ofisi are clearly defined and the outcomes are guided and evaluated according to expectations of Petrol Ofisi,
Competencies: Contributes to the formation of a common language and climate within the organization along with certain behaviors and attitudes which are set by taking our shared corporate values as references while achieving our objectives,
Feedback culture: Helps create a constructive and open corporate climate and build a constructive/developmental feedback infrastructure for continued success.
Employer brand: Helps Petrol Ofisi acquire, develop, and retain its targeted talents.
Petrol Ofisi Performance Management System is designed based on the following principles:
Compatible with the strategy: Created within the scope of Petrol Ofisi strategy and values, based on objectives and competencies and conveyed down to all positions in the organization,
Weighted by Impact/Contribution: Subjecting the selected objectives (KPI) to a «weighting» based on their «impacts on business outcomes» and core responsibilities in the relevant department,
Measurable: Consisting of «measurable/observable» performance indicators (KPI),
Cultural transformation: Supports our "Pioneer of Development" claim, based on objectives and metrics, handled within the framework of a practice consisting of «objective» criteria and processes,
Rewarding: «Easy to connect to» reward management with the variable rewarding approach and encouraging successful employees.
Performance outcomes measured as part of the Performance Management System provide input to other Human Resources practices and processes listed below:
Training and Development
Wages and Rewards Policy
New ideas matter at Petrol Ofisi!
As Petrol Ofisi, we attach importance to new ideas and in-house entrepreneurship. Through the POwer Together program, employees of all levels are able to introduce their ideas that would make a difference, even if the ideas are not related to their own roles, and can even be a part of projects that involve the senior management. Thus, we keep our collaborative, agile work culture -which ensures us to learn from our mistakes- alive and contribute to sustainable profitability. It is a program maintained as a value-based platform that aims to reward the ideas of employees which provide savings, increase income, and create value for Petrol Ofisi. The committee in charge of the management of the POwer Together program rewards the ideas that meet the program criteria, and for the ideas put into practice, a project award is given following the POwer Board presentation.
In the last 2 years...
Our Volunteers on the Job!
Volunteers Office is a volunteer-based community where Petrol Ofisi employees can develop social responsibility projects and which cooperates with NGOs and other communities. All of our employees can create social benefit and support social development by voluntarily engaging in this community. Some of the projects we put into practice:
We supported pre-school students in cooperation with the AİP (Urgent Needs Project) Foundation. We made a deal with Office 1 Store, have them prepare school sets (two separate sets for primary and high schools) just before schools opened, and encouraged our employees to purchase them from a special link. In this way, we delivered the school sets to 47 children and young students determined by AİP.
We made the new year dreams of 100 children come true by way of the project we realized in cooperation with the AİP (Urgent Needs Project) Foundation. The children covered by the foundation hung their new year wishes on the wish tree at Agora Cafe in the head office and Petrol Ofisi employees made their wishes come true.
The members of the Volunteers Office went to Kınalıada on Saturday, October 11th and put our garbage collection project into practice in Kınalıada with the support of the members of the Octopus Volunteers Association.
Our employees supported KAÇUV (Foundation of Hope for Children with Cancer) with the products they purchased at the kiosk set up for the benefit of the foundation on December 6th. On the evening of the very same day, we prepared 150 Hopeful Boxes for KAÇUV and had them delivered to the families of the Children with Cancer.
Through the Körfez Animal Lovers Group, we supported stray animals in Kocaeli in these difficult days by donating 375 kg of food. During the pandemic, the Volunteers Office also delivered 1 ton of food to stray dogs in Istanbul via the @sokaklarbileyasakbize group.
Who are the Development Ambassadors?
positive communication-oriented work culture and corporate common values that we have adopted as Petrol Ofisi, "Development Ambassadors" are a representative group of our volunteer employees who have completed one year in Petrol Ofisi, have adopted corporate values, focused on positive communication, have the ability to formulate constructive development proposals, and have a strong representation. The group has at least one ambassador from each department and they convene regularly.
How Do Development Ambassadors Contribute to Petrol Ofisi?
- They contribute to ensuring that the Common Values of Petrol Ofisi are understood and maintained.
- They develop sustainable projects that correspond to our value proposition of becoming the "Pioneer of Development".
- They monitor and improve employee experience actions.
- They contribute to all Human Resources and Internal Communication projects.
- They provide information flow to their colleagues regarding the actualization of new processes, applications, and actions.
- They are the most important brand ambassadors representing our employer brand both inside and outside the company.
Application and Assessment Process
Candidate experience is as important to us as employee experience. We pay attention to the fact that the application and assessment process of our candidates flows in a lean, digital, fast, and reliable manner, and even so that it contributes to the professional development of the candidate, whether or not it results in a job offer. We constantly renew and improve our process in line with the feedback we receive through our surveys.
Application:Vacant positions are posted on LinkedIn and kariyer.net. You can follow our vacancies and apply to them through these channels.
Assessment: The entire application assessment process starts from the pre-assessment and extends to the proposal stage; involving the recruitment team, the position manager, the relevant HR business partner, and our higher-level managers for some positions. The process succeeding the pre-assessment may vary depending on the position, covering all or some of the following steps:
General Aptitude Test
Face to Face Interviews
Leadership Potential Assessment Inventory
Offer: After all the assessment stages, we conduct the reference checks for our potential recruits. If the process has been positive so far for both parties, we proceed with the offer phase. At this stage, our Wages and Benefits team conducts the work related to the offer and initiates our internal approval process. Following the completion of all approvals regarding the proposal, which includes details of the role, job description, wages, and benefits, we submit our job offer first verbally and then in writing.
Onboarding: After the candidate accepts our offer, the bilateral preparation process starts. Our candidate is now our colleague. While the new member of our family prepares the documents for onboarding, we inform him/her about the start date, shuttle, or transportation method, prepare the work desk and the equipment he/she will need, and identify the guide that will support him/her in the orientation process.
A Step into the Future with Petrol Ofisi Internship Program
A Step into the Future with Petrol Ofisi Internship Program aims to provide a long-term and qualified internship experience for juniors and seniors at universities and fresh graduates. Our project-based internship program starts with an online orientation and consists of many various activities such as participation in team meetings, mentor interviews, online training, and weekly Human Resources meetings. Also, points of satisfaction and improvement are measured via monthly feedback surveys.
In light of our value of innovation, we strive to manifest our perspective of being the "Pioneer of Development" in the most powerful way. In this sense, we blazed another trail in the industry and developed the A Step into the Future with Petrol Ofisi Internship Program, which is one of the most important talent programs of our agile, flexible, and powerful organization, and brought in onto the online platform in 2020 during the pandemic. Specific to the 2020 period, this prestigious internship program, which constitutes a pioneering model in the industry, will be delivered online. Please follow the application process, conditions, and steps between February and April every year on our LinkedIn page and through Kariyer.net.
Career Fields (Departments)
Commercial and Industrial Sales
Supply and Logistics
Other Business Units/Support Functions:
Sales and Investment
As one of Turkey's most widespread retail organizations, Petrol Ofisi maintains its sales activities through a giant sales network consisting of more than 1,800 fuel stations. Petrol Ofisi is the leading fuel distribution company with the largest number of stations in the Turkish market where more than 12,500 stations operate.
Automation and Regulation
One of the distinctive features that make Petrol Ofisi the leader of the fuel industry is its utilization of technology. Our integrated automation system monitors tanks and pumps at each station in real-time and submits fuel flow and analysis results, all of which can be centrally monitored, in instant/daily/monthly reports to the EMRA (Energy Market Regulatory Authority).
Fleet Sales - Automatic
This is the Fleet Management System which -through our cutting-edge automation infrastructure- ensures 100% control of the fuel consumption of fleet vehicles within desired limits at Petrol Ofisi stations, Turkey's most widespread network of stations, with no payment.
Having acquired its LPG distribution license in 2006, Petrol Ofisi provides its customers with quality fuel and services above the European Union Standards at more than 1350 sales points under the brand name PO/Gaz. It sells more than 3 million tons of autogas annually, which is consumed by more than 4.7 million vehicles.
Commercial and Industrial Sales
Our Public Sales unit participates in the diesel, heating oil, and fuel oil purchase tenders of the institutions holding Eligible User Licenses and organizes tenders in accordance with the Public Procurement Law No. 4734 and Public Procurement Contracts Law No. 4735. Furthermore, we have dealership agreements in place with Agricultural Credit Cooperatives, who serve our farmers all around Turkey with 17 Regional Unions, 1418 Village Pumps, and 156 sales tankers for agricultural use. With its widespread network of terminals and broad experience, Petrol Ofisi continues to meet the fuel demands of public institutions in a timely and reliable manner.
As Turkey's wholesale market leader, Petrol Ofisi produces tailored services in a flexible structure in consideration of the customer-specific conditions such as consumption needs, storage facilities, and technical infrastructure. Strengthening its presence in the commercial and industrial sales markets, Petrol Ofisi adds the leading companies of Turkey's most prominent industries to its portfolio within the Wholesale Directorate and renews contracts with its existing customers.
Aviation Operations PO Air
Operating in the aviation and jet fuel market since 1967, Petrol Ofisi is the leading company in the industry with its operations under the brand name POAIR. POAIR serves over 200 domestic and international airline companies in Turkey and abroad.
Marine Operations PO Marine
Petrol Ofisi serves in the marine industry under the brand name POMARINE. POMARINE is the only company in Turkey that can offer transit bunkering, SCT-free & bonded fuel bunkering, and marine lubricants as a package to the marine industry. It has 7 marine terminals and 1 floating station positioned along the entire Turkish coastline. It is the only brand that can provide bonded and transit replenishment across all Turkish seas, and it supplies more than 700,000 tons of maritime replenishment annually.
Distribution and retail sales of Petrol Ofisi Lubricants are carried out substantially through the company's nationwide fuel stations and 28 distributor companies. Petrol Ofisi Lubricants, which are directly sold by Petrol Ofisi to public and private sector organizations and authorized automotive services, are exported to 33 countries in Europe, Africa, and the Middle East along with the Turkish market where they maintain the leading position.
Lubricant Manufacturing - Derince Lubricant Factory
With a total production capacity of 140,000 tons per year and raw material storage capacity of 40,000 tons, Kocaeli Derince Lubricant Factory is Turkey's largest lubricant manufacturing and filling facility. The factory, established on a total area of 120,000 m², 50,000 m² of which is indoor, produces automotive oils, industrial oils, antifreeze agents, hydraulic brake oils, and greases offered by Petrol Ofisi to the market.
Petrol Ofisi Laboratory Analysis Services (POLA) performs lubricant analysis particularly for industrial customers, logistics companies, and the marine industry. This service enables customers to access oil analysis results on the internet and is utilized by more and more customers every year. Moreover, our "Diagnostic Services" provides on-site support to customers, where the problems faced by the users are analyzed by Petrol Ofisi's expert staff of engineers. Our teams promptly intervene the problem with special vehicles equipped with the necessary equipment.
Petrol Ofisi Technology Center - POTEM
Equipped with cutting-edge technology, staffed with qualified personnel, and situated in an indoor area of 1,200 m², Petrol Ofisi Technology Center (POTEM) is the leading-edge technology lab of Turkey and its nearby geography in its field. Petrol Ofisi attaches great importance to the compliance of its products with the expectations and standards of vehicle and engine manufacturers. In POTEM, Petrol Ofisi conducts its R&D studies incessantly and strives to develop new products in light of the state-of-the-art technological developments.
Supply and Logistics
Supply and Logistics Operations
Petrol Ofisi purchases the fuels it sells domestically from Tüpraş and other distribution companies; and abroad from Russia, Greece, Bulgaria, Malta, Egypt, Israel, Italy, Spain, Libya, India, Portugal, Romania, South Korea, United Arab Emirates, Saudi Arabia, and Turkmenistan.
Terminals and Storage Operations
Petrol Ofisi has a storage capacity of about 1,000,000 cubic meters distributed across 8 fuel and 1 LPG terminals in various regions of Turkey. This corresponds to about 20% of the total fuel storage capacity in Turkey. These terminals are generally replenished from the sea, by fuel-oil and LPG ship tankers. Also, replenishment and delivery are conducted through pipelines and by railway wagons as well.
Within the product supply chain of Petrol Ofisi, products are transported via Road Transport, Railway Transport, and Sea Transport with a fleet of 5 ships.
The main objective of the Marketing Department is to work on brand health with a view to sustaining our brand in a healthy fashion, forging strong bonds with customers, and ensuring our company's profitable growth by creating loyal customers.
Under the umbrella of the Marketing Department, our Customer Experience, Insights and Business Analytics, Brand Marketing, and Trade Marketing units strive to ensure the brand health and market share increase of our liquid fuel, gas, and mineral oil brands, while also working on our corporate identity.
Corporate Identity and Brand Management
Consisting of the wolf's head and the Petrol Ofisi name, our corporate logo symbolizes Petrol Ofisi's confident journey toward the future, supported by its deep-rooted history. Our corporate identity, revamped in 2018, is essential for our brand's reputation, representation, and perception.
Sosyal Lig (Social League) is a fantasy association football application available on App Store, Google Play, or Facebook where you draft players from the Turkish Süper Lig within an allocated budget and score points according to actual match statistics.
Loyalty Programs, Collaborations, and Sponsorships
Customer Loyalty Programs: Positive Card and ÖdeGeç (Pay and Go)
Mobile Application Collaborations: Collaborations with Banks, Loyalty Programs, Non-Fuel Sales Entities, Airlines, Supermarkets, Coffee and Food Chains
Products and Technologies Developed: e-POwer for Electric Cars, s-POwer for our Solar-Powered Stations, Vmax Fuels with the Active3 Technology
YES (Yakıt Emniyet Sistemi, Fuel Safety System): POGaz 100%-guaranteed LPG
Sponsorhips: Companionship with Altınordu FC, Companionship with Niğde Anadolu FC (through the PO/Gaz brand), Jersey Sponsorship with Sarıyer Municipality Women's Volleyball Team (through the Maxima brand)
Other Business Units/Support Functions:
In addition to all these, we maintain our position as the Pioneer of Development with countless other functions and units.
- Human Resources
Compensation and Benefits
HR Business Partnerships
Corporate Project Management Office and Business Development
Foreign Trade and Customs Operations
Financial Reporting and Budget
Treasury and Insurance
O2C (Order to Cash)
- Health, Safety, Environment, Security (HSSE) and Internal Audit
Tips for Candidates
Tips for our Interview
Perform a Company and Industry Research: It would be useful to research our company through our website and social media channels before the interview. Also, if you are not from the same industry, browsing the sectoral publications and obtaining information about the industry would render our interview more efficient and help you make a more precise decision about the job.
Take Notes of Your Questions Beforehand: While preparing for the meeting, you might write down the questions you have in mind and ask them to the hiring official or the relevant manager during the interview. It is essential to have no question marks in your mind while making a significant decision about your career.
Plan Your Schedule: It is important that you are present for the interview on time in order to keep the hiring process on track. In case of a mishap or an unintended change of plans, you should inform the hiring official responsible for the position about the delay or cancellation as soon as possible.
Relax: A high level of anxiety and stress prevent your true potential from manifesting. In order to avoid becoming overstressed for your interview, you might spare some time for little breathing exercises to relax. If you feel relaxed, this will help us get to know the real you and will allow you to express yourself in a more accurate way.
Frequently Asked Questions
- How can I apply to join Petrol Ofisi?
You can see our vacant positions on LinkedIn and Kariyer.net and apply for them. Pursuant to the Law on the Protection of Personal Data, we do not accept CV's shared through different channels.
- I don't see any vacancies that fit me among your job postings; can I make a general application?
We no longer post job advertisements for general applications or accept resumes via e-mail. In order to apply for a position that you think is suitable for you, you should keep an eye on our job postings.
- I already applied for a vacancy, how do I proceed?
When we receive your application, we will let you know that your application has been received by us through the relevant career portal. Once you pass the pre-evaluation process successfully, our recruiting team will contact you first by phone and then by e-mail to inform you about the next steps. You will thereafter be regularly provided with the necessary information flow with respect to the progress of your application. Once the process is over, an information e-mail will be sent to all applicants, regardless of the positive or negative outcome.
- Dou you expect any industry experience when hiring?
While industry experience is important and essential for some of our positions, it may not be required for others. We focus on talent and potential, rather than knowledge. All criteria required for all our positions are definitely specified in our postings.
- I am a new graduate. For which positions may I apply?
The year of experience required for all our positions is definitely specified in our postings. You can check whether the position you want to apply for is suitable for new graduates at the "years of experience" section of our postings. Also, new graduate candidates can apply for our long-term internship program as well.
- Which university departments do you opt for?
Since our organization and field of operation are quite extensive, we recruit from all departments of universities. In case we have a role that requires a specific academic background, we definitely address this criterion in our postings.
- Do you offer any job opportunities for high school graduates?
Like all other criteria deemed required for our positions, the minimum level of graduation is also definitely specified in our postings. For instance, we employ high school graduates at some of our positions in the business group of operations.
- Can I apply without having completed my military service?
While we prefer our applicants to have completed their military service at the time of hiring, it is also sufficient to have it postponed for at least 2 years.
- I applied for a job at your company. How will the personal data I provided be stored?
Please find the information regarding the protection of your personal data that you have shared with us with regard to the job application in the text below.
PETROL OFİSİ A.Ş. CLARIFICATION TEXT ON THE PROTECTION OF PERSONAL DATA
AS THE PETROL OFISI CORPORATION (“PETROL OFISI”), WE ATTACH THE UTMOST IMPORTANCE TO THE PRIVACY AND SECURITY OF THE PERSONAL DATA YOU SHARE WITH PETROL OFISI DURING YOUR JOB APPLICATION. YOUR PERSONAL DATA CAN BE COLLECTED AND PROCESSED PURSUANT TO THE FULFILLMENT OF LEGAL OBLIGATIONS AND THE POSSIBILITY OF ANY CONTRACTUAL RELATIONSHIP BETWEEN YOU AND PETROL OFISI.
WE WOULD LIKE TO INFORM YOU ABOUT THE PERSONAL DATA PROTECTION LAW NUMBERED 6698 ("THE LAW") AND ITS SECONDARY LEGISLATION, WHICH ARE REGULATED IN ORDER TO PROTECT THE PRIVACY OF PRIVATE LIFE, FUNDAMENTAL RIGHTS, AND FREEDOMS, AND PERSONAL DATA, ARISING FROM CONSTITUTION AND OTHER LAWS.
1. DEFINITION OF PERSONAL DATA
PERSONAL DATA CAN BE DEFINED AS ANY INFORMATION THAT IS RELEVANT FOR IDENTIFYING INDIVIDUALS. IN THIS SENSE, THE FAMILY, SOCIAL AND ECONOMIC INFORMATION OF THE INDIVIDUAL, SUCH AS IDENTITY INFORMATION, ADDRESS, TELEPHONE, AND LICENSE PLATE ARE ALSO PERSONAL DATA.
2. PURPOSE AND THE DATA CONTROLLER
YOUR PERSONAL DATA CAN BE PROCESSED BY PETROL OFISI AND VIA THE SERVICE PROVIDERS IT DESIGNATES TO CONTACT YOU AFTER JOB INTERVIEWS OR TO EVALUATE YOUR RESUME LATER.
3. ACQUISITION OF PERSONAL DATA
YOUR PERSONAL DATA IS COLLECTED IN WRITING, VERBALLY, OR ELECTRONICALLY THROUGH THE FORMS YOU PROVIDE DURING JOB APPLICATION INTERVIEWS. ALSO, VIDEO AND AUDIO RECORDINGS ARE TAKEN AT THE PETROL OFISI BUILDING AND THESE DATA MIGHT BE PROCESSED.
4. PROCESSING OF PERSONAL DATA
THE PERSONAL DATA OBTAINED CAN BE PROCESSED BY PETROL OFISI IN LINE WITH THE PURPOSES AND WITHIN THE LIMITS SPECIFIED IN THE LAW IN ANY CASE, AS WELL AS THE PURPOSES STATED ABOVE.
PERSONAL DATA PROCESSED BY PETROL OFISI ARE USED ONLY FOR PROCESSING PURPOSES AND ARE STORED FOR THE REQUIRED PERIOD OF TIME.
5. STORAGE OF PERSONAL DATA, THE POTENTIAL RECIPIENTS AND PURPOSE OF THE TRANSFER OF PROCESSED PERSONAL DATA
YOUR PROCESSED PERSONAL DATA, IN LINE WITH THE ABOVE-MENTIONED PURPOSES AND/OR THE PURPOSE OF FORMULATING BUSINESS STRATEGIES, CAN BE TRANSFERRED BY PETROL OFISI SOLELY TO OUR MAIN SHAREHOLDERS AND GROUP COMPANIES, OUR DOMESTIC/FOREIGN AFFILIATES, OR OUR SOLUTION PARTNERS WITH CONTRACTUAL RELATIONS ONLY IN LINE WITH THE PURPOSES AND LIMITS SPECIFIED IN THE LAW. IN THE TRANSFER OF PERSONAL DATA, THE EXPLICIT CONSENT OF THE DATA SUBJECT IS STIPULATED, WITHOUT PREJUDICE TO THE EXCEPTIONS ARISING FROM THE LAW, AND PERSONAL DATA WITHOUT THE EXPLICIT CONSENT OF THE DATA SUBJECT ARE NOT TRANSFERRED.
6. ERASURE, DESTRUCTION, OR ANONYMIZATION OF YOUR PERSONAL DATA
YOUR PERSONAL DATA PROCESSED IN LINE WITH THE PURPOSES SPECIFIED IN SECTION 3 OF THE CLARIFICATION TEXT ARE ERASED, ACCESS TO THEM IS RESTRICTED, DESTROYED, OR ANONYMIZED BY PETROL OFISI AFTER THE PURPOSE OF PROCESSING THE PERSONAL DATA NO LONGER EXISTS AND IN ANY CASE AFTER THE STORAGE PERIOD DETERMINED BY THE RELEVANT LEGISLATION EXPIRES.
7. RIGHTS OF THE DATA SUBJECT
THE RIGHTS OF PERSONAL DATA SUBJECTS ARE SUMMARIZED IN THE LAW AS FOLLOWS:
-TO LEARN WHETHER HIS/HER PERSONAL DATA ARE PROCESSED OR NOT,
-TO DEMAND FOR INFORMATION AS TO IF HIS/HER PERSONAL DATA HAVE BEEN PROCESSED,
-TO LEARN THE PURPOSE OF THE PROCESSING OF HIS/HER PERSONAL DATA AND WHETHER THESE PERSONAL DATA ARE USED IN COMPLIANCE WITH THE PURPOSE,
-TO KNOW THE THIRD PARTIES TO WHOM HIS PERSONAL DATA ARE TRANSFERRED IN-COUNTRY OR ABROAD,
-TO REQUEST THE RECTIFICATION OF THE INCOMPLETE OR INACCURATE DATA AND TO REQUEST REPORTING OF THE OPERATIONS CARRIED OUT PURSUANT TO THIS REQUEST TO THIRD PARTIES TO WHOM HIS/HER PERSONAL DATA HAVE BEEN TRANSFERRED,
-TO REQUEST THE ERASURE OR DESTRUCTION OF HIS/HER PERSONAL DATA IN THE EVENT THAT THE REASONS FOR THE PROCESSING NO LONGER EXIST, ALTHOUGH IT HAS BEEN PROCESSED IN ACCORDANCE WITH THE LAW AND OTHER RELEVANT LEGISLATION PROVISIONS, AND TO REQUEST THE REPORTING OF THE OPERATIONS CARRIED OUT IN THIS REGARD TO THIRD PARTIES TO WHOM HIS/HER PERSONAL DATA HAVE BEEN TRANSFERRED,
-TO OBJECT TO THE OCCURRENCE OF A RESULT AGAINST THE PERSON HIMSELF/HERSELF DUE TO THE ANALYSIS OF THE DATA PROCESSED SOLELY THROUGH AUTOMATED SYSTEMS,
-TO CLAIM COMPENSATION FOR DAMAGES ARISING FROM THE UNLAWFUL PROCESSING OF HIS/HER PERSONAL DATA.
YOU CAN SUBMIT YOUR REQUEST TO USE YOUR RIGHTS SPECIFIED IN THE LAW TO PETROL OFISI, IN WRITING, OR BY OTHER METHODS DETERMINED BY THE PERSONAL DATA PROTECTION BOARD. CONTACT INFORMATION REQUIRED FOR YOUR APPLICATION:
PETROL OFISI A.Ş. GENEL MÜDÜRLÜĞÜ, ÜNALAN MAH. LIBADIYE CAD NO:82F 34700 ÜSKÜDAR / ISTANBUL,
PHONE: 02162753000, E-MAIL: email@example.com MERSIS NO: 0729-0015-0430-0023
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The journey to development starts at Petrol Ofisi
Petrol Ofisi has served generation after generation with the pride of having its roots embedded in this land. Thanks to its pioneering and deep-rooted stance, it has become synonymous with the notion of “development” all around Turkey over the years. It has always pioneered development with its everlasting energy and its culture of cherishing different ideas. Thanks to its role in social development and its vision that links its powerful history to an innovative and agile future, it has always been the “Pioneer of Development” on this journey. By working at Petrol Ofisi, you become the pioneer of your own development and associate in our company's journey of progress.
Main Elements of Our Employer Brand
Our employer value proposition, which forms the basis of our employer brand, stands over three main elements:
Pioneer of Development in Our Proud Journey
We are a brand with a story. We are a company that the whole Turkish nation trusts, a company where our colleagues are proud to say "I work at Petrol Ofisi". Petrol Ofisi constitutes a very robust and significant reference in terms of the careers of our colleagues, particularly in the energy industry.
Pioneer of Development in Our Transformation Journey
We are a company who develops and transforms its employees as well in this transformation journey where we evolve into an innovative and agile brand while taking strength from our roots. With our working culture allowing employees of all levels to speak up and introduce their ideas, and to enhance their aptitude for learning from mistakes, we offer our employees the opportunity to participate in projects involving senior management, to try new methods of doing things, and to have an impact on important decisions.
Pioneer of Development in Our Leadership Journey
We are one of Turkey's largest companies. We are a company that is the leader of its industry, expert in its business, and has strong financial sustainability. We raise leaders who will be the pioneers of development so that we hold the lead on this journey.
Why Should I Apply to Petrol Ofisi?
We are not only the leader of our industry, but also an unrivaled organization that consumers always rely on, that leads development by establishing business partnerships outside of its industry, whose name has always been paired with "pride" in Turkey, and we are one of Turkey's largest companies.
Our employer value proposition is also our commitment. Personal, professional, and corporate development is our prime motivation. Therefore, on top of the wages and benefits we offer, we are one of the correct places for all talents who want to feel proud of their institution, intend to pursue their career in an organization that invests and believes in the importance of development every day and every moment.
From this point of view: "By working at Petrol Ofisi, you become the pioneer of your own development and accompany us on our company's journey to go further."
Our Human Resources Vision
Our principle is to improve and make a difference
To live up to our employer value proposition of “The Pioneer of Development” whenever possible, for all internal and external candidates, as well as current and former employees whose paths have once crossed with Petrol Ofisi. To bring innovative, data-oriented HR perspectives and technologies to Petrol Ofisi and to promote the developed and improved HR applications to a leading position in the industry.
We are a young and dynamic Human Resources team with diverse specialties and various skillsets. We aim to make sure that all our candidates and employees take each mile of their journeys with the same quality and efficiency. Rather than contenting ourselves with meeting the HR needs of business units, we position ourselves as internal consultants and coach our colleagues in all processes related to people and their management. As a happy team that adores their job and company, our core mission is to structure and preserve the human resources that will carry Petrol Ofisi into the future. Offering the best development opportunities for employees, and engraving Petrol Ofisi, whose name stands for "development" in Turkey, to people's mind as an employer is our main objective. As for our candidates; we wish to offer the most favorable candidate experience and make them a member of our team, and to be a place that leaves a mark on their journey of development while enhancing our recognition and preferability among our target audience.
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