Edmonton, Alberta – Electricity Human Resources Canada (EHRC), in partnership with the Government of Alberta, is launching a series of resources to address current and future workforce requirements to help ensure the integrity of the Alberta power grid.
EHRC says its Peer Learning Communities (PLCs) initiative will bring real-time peer-to-peer discussions, problem-solving and best practices sharing to the forefront of workforce planning for Alberta’s electricity sector. It is expected to provide a dedicated “safe space” as well as resources via an online platform. This platform will help HR professionals will save time and effort by encouraging the sharing of tried and true solutions and applying proven, practical approaches.
Critical labour challenges, technological advancements and a retiring workforce all point to significant workforce challenges for the electricity sector. Retirement rates alone will see a cumulative requirement to replace approximately 12 per cent to 14 per cent of the current workforce.
Human resources professionals are working on solutions required to source and retain the talent pool with the skills and expertise required to meet Alberta’s current and future electricity capacity. EHRC and the Alberta government believe that women, Indigenous Peoples, persons with disabilities, and newcomers will play a significant role in the electricity sector workplace.
For its part of the program, the Government of Alberta provided $98,800 through the Workforce Partnerships program. The Honourable Matt Jones, Minister of Jobs, Economy and Trade said “Alberta’s Government recognizes the importance of a skilled, diverse and growing electricity workforce and creating opportunities for all Albertans. Investing in this program with Electricity Human Resources Canada will help drive economic growth to build a stronger Alberta.”
Acknowledging that the workplace is diversifying and changing, Michelle Branigan, CEO, EHRC said “we are providing Alberta’s HR professionals with the innovative forums and resources to share their experience and ideas, deliberate together and discuss key issues, and advance best practices.” She added “This will help recruit and retain the talent we need to meet growing electricity sector needs.”
It is hoped that beyond the policies that organizations have in place, PLC forums (both virtual and in-person) will inspire change at a cultural level, by teaching front line workers and teams.
Jamie Schrader, an HR professional with Heartland Generation, one of Alberta’s largest power generators, is a founding member of EHRC’s Peer Learning Communities. Jamie believes there is a strong fit between her work with diversity and inclusion, compensation and training priorities and the benefits/return on investment (ROI) that come with PLC participation.
“This approach is different,” said Schrader. “It provides ongoing collaboration, and it is fluid – a topic is raised, and conversations take different directions to address immediate concerns and situations.”
Fangfang Xiao, Assistant Business Manager with International Brotherhood of Electrical Workers Local Union 424, based in Edmonton said ” through PLCs, I have access to mentoring and coaching on how to do my job.”
“During PLC discussions, I share what IBEW is doing to attract other workers, how to succeed in this career and how to help new people. We are learning from other organizations with this collaborative approach.”
This program is funded by the Government of Alberta’s Labour Market Partnerships (LMP), part of the broader Workforce Partnerships Program.
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