Delivering excellence in HR Advisory Services

Partnering with clients to set-up and implement a world’s best practice workforce operating model based on our proprietary EDGE^® system from PFS and DFS stages through the Plan, Build and Operate phases of a mining project, and transitioning back to the business in steady state operating phase. The value-add is best practice HR designed and implemented with continuity to mitigate people risk in a volatile and challenging environment.

Working with Executive Teams and Boards to craft and develop organisational values that are most critical to a company or project and that will shape organisational culture and people strategy. This is increasingly important in the context of ESG reporting and the repurposing of mining companies’ sense of purpose for ‘social license to operate’ considerations.

We employ different techniques including the Barrett Methodology for understanding authentic motivations to determine the values and culture that the Executive Team wish to cascade through the organisation and therefore influence and inform all facets of the workforce operating model. This work typically extends to diversity and inclusion policies and supporting programs.

Building on Business Strategy to determine the organisational design and principles that inform the thinking on work design, org design and role design. This work is critical to operationalise strategy and to ensure effectiveness and efficiency resulting in increased productivity.

Clearly designed organisational charts detail what work needs to be done and is supported by well-developed job descriptions. We utilise the gradar job grading methodology to grade the roles.

Consulting services designed to articulate and operationalise the workforce sourcing and onboarding strategy. This ensures the right people at the right time in the right role. This includes a detailed sourcing plan clearly articulating what skills will be required, by when and where they will be sourced. A comprehensive recruitment and selection process will be developed, ensuring a focused effort while accessing a best-in-class approach.

Devise appropriate compensation and benefits framework by ensuring the workforce remuneration is competitive with relevant market rates and that it drives appropriate behaviours, commensurate with the organisational values and organisational design. Our framework consists of the following elements:

• Compensation & Benefits Strategy, policy and supporting procedures
• Benchmark Compensation & Benefits Report
• Workforce Costing Model
• Short- and Long-Term Incentive Plans

Talent and Learning Strategy ensures that all employees have access to learning and development opportunities that will enable them to learn the skills, knowledge and behaviours that are required to perform in their current and future roles and enable the development of their full potential. Our approach rests on four pillars:

• Community Skills Development – we design solutions that identify how to access and develop the required community based skills while ensuring broader economic sustainability.
• Integrated Learning Frameworks – we design an integrated approach towards enabling a productive and safe workforce. These solutions include induction programmes, compliance training, safety training and behavioural training. Delivery is through a blended approach utilising e-learning, Virtual Reality training, f2f and classroom-based delivery.
• Talent Development Pipelines – we are skilled in the development and implementation of the following talent development initiatives:
  • Graduate Development Programs
  • Accelerated Development Programs to grow your technical or leadership talent
  • Women in Mining Programs
  • Leadership development programs – Supervisory to Executive programmes
• Performance Management – utilising our Performance Management maturity index, we work with an organisation to understand what the best performance management approach is based on organisational readiness.

Worqforce offers a range of additional consultancy services to suit your needs. These include ESG considerations, tailored business insights, resilience strategy development, workforce risk assessments, system implementation and integrations, and coaching and upskilling.

These may include:

• ESG Considerations – We advise on aspects of Environmental, Social & Governance (ESG) considerations as they pertain to People. This is particularly relevant to the S (Social) and G (Governance).
• Business Context – Insights regarding the organisation’s environment that inform the Workforce Strategy, particularly relevant to a company, commodity and country.
• Business Resilience Strategy – To assess the workforce systems and process maturity to identify the organisational and workforce ability to respond appropriately to changing or prevailing organisational or environmental factors. The outcome of the organisational diagnostic is utilised to develop an appropriate business resilience strategy.
• Workforce Risk Assessment – Identification of risk and risk mitigation techniques relevant to the workforce strategy including risk registers.
• System Implementation and Integration – Review of existing HR related systems and their interface with workforce procedures and processes.
• Coaching and upskilling – Enabling HR Professionals to become better equipped through our HR professional development modules and bespoke coaching solution.