Close this search box.
Close this search box.


Business lines

We develop our activity in different energy sectors, carrying out projects of great importance. We offer a wide range of services for private and public clients.


Selection of some of the most relevant projects in each of our business lines.

Sustainability and Innovation

For Eiffage Energía Sistemas Group, low-carbon construction is one of the main targets, being also an opportunity to make a difference in terms of sustainability.


Corporate Social Responsibility is one of the essential practices for the company, being one of the main axes in all our branches and subsidiaries around the world.
This CSR policy must respect all employees, communities and also environment, with the integration of ethical values.


Working at Eiffage Energía Group is a great choice. We take care of our employees and offer them training and development within the company, even having the possibility of being part of the shareholders.


Find here the latest news from Eiffage Energía Sistemas Group and stay informed of our activity through LinkedIn.


Find here all our national and international branches.

Eiffage Energía Sistemas initiates structural reorganisation in response to solid growth and positive projections

Eiffage Energía Sistemas initiates a structural reorganisation in response to the company’s growth and forecasts.

In light of the company’s growth in recent years and the forecast for 2024, Eiffage Energía Sistemas has undertaken a new reorganisation of part of its structure. The aim is to provide a more direct and efficient service. Our CEO, José Manuel Martínez, explained: “I am confident that in this way, we will continue on our path of success and consolidate this growth. For this, I rely on your commitment and dedication to continue making it possible.”

€933 million and 5,000 employees

This growth is reflected in the latest economic data of the company at the end of 2023. The financial year closed with a turnover of €933 million and 5,000 employees.

The year 2024 promises to be equally dynamic for the Eiffage Group in France and Europe, with a full business portfolio. Highlights include major photovoltaic projects in Spain and the acceleration of low-carbon and digital offers to meet customer expectations as closely as possible.

The reorganisation includes, among other things, the creation of the Process Control and Management area, led by Raúl Ortega Cañadas, and the Human Resources, Legal, and Quality department, led by Victoria Guerrero, previously Director of Human Resources.

Interview with Victoria Guerrero

We spoke with one of the key figures in this change, Victoria Guerrero, about this new challenge and topics related to equality, human resources, training, and talent.

Previously Director of Human Resources, her role now also includes Legal, ORP (Occupational Risk Prevention), and Quality. According to the CEO, all this is due to significant company growth. Why this organisational change?

The tremendous growth that Eiffage Energía Sistemas is experiencing necessitates this change to allow the company to continue growing and address new market challenges.

The structural departments that provide services to the production directions must also grow to act in a coordinated and joint manner for the smooth operation of the company. I believe this aspect has also been key to this change.

A woman holds this important executive position in a traditionally male-dominated sector, which already has its fourth Equality Plan. What would you highlight about this plan that sets Eiffage Energía Sistemas apart from other companies?

Indeed, we have our IV Equality Plan, which reflects a long journey to reach this point.

The objective remains to maintain the foundations and continue designing actions to ensure equal treatment across all activities and departments of the company.

The most notable aspect of this IV Plan is that most of the procedures are already implemented. This plan focuses much more on monitoring existing actions and also on undertaking new initiatives to maintain, ensure, and promote equality.

Speaking of Human Resources means talking about Talent at Eiffage Energía Sistemas. What does the company do to retain this talent?

Talent is a key factor for the company’s success. At Eiffage Energía Sistemas, we prioritise Internal Talent. To this end, we have various projects to boost professional competencies and motivate our employees, such as Top Talent, the Talent School, and customised career plans.

We also give many professional promotions, mainly due to our rapid growth and our philosophy of internal promotion. Encouraging our employees to take on new challenges and experience professional growth is an excellent way to retain Talent.

In addition to fostering Internal Talent, our growth rate demands that we use increasingly advanced and innovative recruitment tools to incorporate the Talent we need to meet future challenges.

Regarding training, what plans are in place for 2024?

Our Training Plan is extensive, primarily due to the sector we work in and the various activities we are engaged in.

Initial and ongoing training is fundamental in our organisation and significantly impacts the development of talent and the future success of our organisation.

In recent years, we have incorporated a wide variety of training programs that provide our employees with technical skills and other competencies, such as soft skills. Enhancing these transversal skills ensures that future managers have the necessary tools to assume their new roles.

We continue to advance in the diversification and digitalisation of training, increasingly opting for innovative training methods to ensure that our employees grow alongside the company.

What would you say to someone who wants to work at Eiffage Energía Sistemas

We offer a dynamic environment, opportunities for professional growth, and a committed team that will help you achieve your professional goals in a fulfilling setting.

We have a well-defined code of values, strive to do things exceptionally well, take care of and train our teams, have a strong sense of pride in belonging, and offer the opportunity to become shareholders in the company if they wish.