Mercer Stendal Welcomes Eleven New Apprentices

Future-Ready with a Focus on Teamwork and Wellbeing

The new apprenticeship year began on July 28 at the Arneburg pulp mill. Once again, Mercer Stendal is firmly committed to training its skilled workforce, and this year is expanding its apprenticeship portfolio with a forward-looking new profession. The company is thus making an active contribution to Mercer’s long-term human resources strategy and supporting the goal of countering the growing shortage of skilled workers in key industrial sectors at an early stage.

Eleven apprentices are beginning their careers in seven different vocational paths at Mercer Stendal: two Industrial Mechanics, two Mechatronics Technicians, two Electronics Technicians for Industrial Engineering, one Chemical Production Technician, one Chemical Laboratory Assistant, one IT Specialist – Application Development, and, for the first time, two Forestry Technicians.

With a total of 36 trainees currently, Mercer Stendal is systematically strengthening its own operational capacities while also contributing to economic stability in the region.

New in 2024: Training Forestry Technicians

A special highlight this year is the addition of the Forestry Technician apprenticeship to the company’s training portfolio. Offered in cooperation with Mercer Holz GmbH – Mercer’s wood procurement organization in Germany – the program prepares apprentices for future roles in timber harvesting. During the first two years, apprentices receive comprehensive training with the State Forestry Service of Thuringia (ThüringenForst), a joint training provider among companies. In the final year, they join Mercer Holz’s timber harvesting team to gain hands-on experience and deepen their understanding of Mercer’s operational processes.

With this step, Mercer is further expanding its expertise in the field of sustainable raw material procurement. The targeted promotion of young talent in forestry professions is a central component of the company’s long-term ESG strategy, particularly with regard to securing sustainable wood resources—one of the key factors for decarbonizing our industry.

Strong Start with a Focus on Health

The first week of training traditionally includes onboarding activities, safety briefings, the provision of personal protective equipment, and a guided site tour. New this year is the “Fit for Apprenticeship” workshop, developed in partnership with health insurance provider IKK gesund plus.

The workshop empowers apprentices to take responsibility for their own physical and mental well-being, covering topics such as movement and ergonomics, stress management, healthy eating, and addiction prevention. Health screenings – including foot pressure analysis and a 4D posture assessment – provide participants with personalized insights into their physical condition.

“We want to ensure that our apprentices not only gain technical knowledge but also understand the importance of teamwork and their overall health,” says Lisa Wechsung, responsible for vocational training at Mercer Stendal. “The ‘Fit for Apprenticeship’ workshop plays a key role in preparing them for the challenges of working life and in helping them stay motivated and healthy—and to ensure healthy, high-performing teams in our areas in the long term.”

Building Team Spirit at the Azubi Camp

In their second week, the apprentices travel to the annual “Azubi Camp” in Bad Saarow, a retreat in the south of Berlin. Activities like group cooking, a climbing forest, and team challenges help build trust and strengthen the sense of community among participants, laying a solid foundation for future collaboration.

In addition to technical training, Mercer’s team-oriented work culture is instilled early on—a key factor for future productive collaboration at all locations worldwide.

A Holistic Approach to Professional Development

Throughout their training, apprentices not only learn the fundamentals of their chosen profession but also gain cross-functional insights that are essential in the complex world of pulp production. Additional qualifications, such as crane or forklift certifications, are also part of the program.

A strong emphasis is placed on collaboration across departments. Apprentices are encouraged to understand interfaces between areas such as laboratory, production, and IT, reinforcing the principle that strong performance comes from teamwork. The training program is supported by instructors Ronny Kamer and Michael Buhe, departmental mentors, HR specialists Lisa Wechsung and Lars Lewi, and process coordinator Fred Günther, who shares his expertise in fiberline operations.

Strong Career Prospects and a Long-Term Outlook

Those who complete their apprenticeships and demonstrate strong performance have excellent opportunities for permanent employment. Mercer also supports further training – in some cases, even during the apprenticeship period – to prepare young professionals for future roles within the company.

“At Mercer Stendal, vocational training is a strategic investment in our future,” says Lisa Wechsung. “It is our most effective way to address the skilled labour shortage and to build a pipeline of qualified talent from within. That’s how we ensure our long-term success – for our company, our employees, and the entire region.”

The training program is an integral part of Mercer’s corporate strategy: It creates the conditions for operational continuity, promotes technological innovation, and at the same time strengthens the regional roots of our locations—for resilient and sustainable corporate development.

Caption

Mercer Stendal Apprenticeship Class of 2025 (from left to right): Nico Altner, Malte Flödl, Training Coordinator Lisa Wechsung, Felix Schramm, Sabrina Jungmann, Elias Schünicke, Lucien Born, Michael Artes, Marek Schüler, Jano Schulz, Niclas Kahl, Tom Ransch, Training Coordinator Lars Lewi, and Mill Manager Dr. Martin Zenker