The people-related challenges when delivering projects

For me, the recent LNG conference in Vancouver (LNG2023, 10 - 13 July) highlighted some of the people-related challenges faced when delivering projects across North America. As a workforce solutions partners, TRS Workforce Solutions (TRSWFS) supports LNG projects worldwide by providing recruitment and payroll solutions across the full project life-cycle.

Currently we successfully support a major LNG project in Canada (over 1,400 contingent workers supplied through the project's life-cycle to date). However, this has highlighted several challenges which similar developments are likely to face in the future. 

So, what are the labor challenges for the next LNG project in Canada?

Limited availability of talent

First and foremost is workforce availability. The next project will be a considerable undertaking with a large contingent workforce requirement. But the availability of talent can vary depending on the region and project scale. The challenge lies in aligning the required local talent pool with the project's timeline and ensuring an adequate supply of skilled Canadian professionals, including engineers, technicians, operators, and construction workers. This is a challenging task since this is a relatively new market sector for Canada.

Indigenous engagement

Since many of the planned LNG projects in Canada will be developed near Indigenous communities, engagement must be a crucial aspect of LNG project development in Canada, aiming to foster meaningful relationships, respect cultural values, and provide economic opportunities for all. For our clients, building partnerships with Indigenous communities, offering training and employment opportunities, and fostering inclusive work environments are essential for successful project execution.

TRS WFS has a strong culture of inclusivity and works with several Indigenous organizations through its supply chain to promote engagement in the community. The question is, how can we use this knowledge and experience we have gained on future projects to facilitate a partnership with our clients? In short, a collaborative approach with our clients is key to any successful Indigenous engagement program.

Remote and northern locations

Some LNG projects in Canada are in remote and northern areas, which may pose challenges in terms of attracting and retaining talent. These locations may have limited infrastructure, housing, and amenities, making it crucial for companies to provide attractive compensation packages, suitable living conditions, and opportunities for career advancement that entice skilled professionals to work in these areas.

 

Collaboration with educational institutions

From the conferences I have attended, from offshore wind to LNG, the message is the same; developing strong relationships with educational institutions, such as universities, colleges, and trade schools, is essential to help address talent shortages in the energy market sectors. Collaborative initiatives, internships, and co-op programs can provide students with exposure to the LNG industry and create a pipeline of skilled graduates ready to contribute to projects in Canada. This is a long-term solution, but with many projects taking years to develop, it is an opportunity for organizations to develop this approach.

 

Immigration and cross-border talent engagement

Undoubtedly, any company involved with LNG projects in Canada will need to supplement their workforce with foreign workers to fill the skills gap. Understanding immigration policies and programs, such as temporary work permits, is crucial. Considering cross-border mobility, visas, and taxation will increase the risk of non-compliant workers and add more complexity to your talent acquisition strategy. Having visibility and control of your contingent workforce will be more important than ever to help avoid costly penalties, fines, and brand erosion.  

 

So, how can we help?

Delivering a contingent workforce on the next build requires a project-based solution that will deliver more than just the right skill set. Matching the right candidate to the skills required, developing and executing an indigenous engagement program, ensuring candidate retention in remote locations, partnering with local educational facilities, and ensuring foreign labor compliance are all areas that require a collaborative approach.

ONEMSP is a project-based solution

Working with our ONEMSP solution will align the right talent acquisition strategy for your LNG project. Having visibility and control of your contingent workforce, worker compliance through risk mitigation, and a solution proven to increase cost efficiencies is critical to the success of your next project.