Perform to a higher standard from pit-floor to boardroom

Mining Workforce Planning

Human resource departments have no meaningful visibility into their operation’s mine plans and schedules. Many of their hiring decisions are reactionary instead of preemptive. Mining Workforce Planning integrates these two processes so that hiring schedules can be forecasted alongside operational requirements.

How Mining Workforce Planning benefits your business

Headcount based on operational metrics

Forecast hiring schedules and requirements based on tonnages and hours within the mine plan, ensuring your operations are not labor constrained.

Mitigate labor risk

Understand in-depth the skills and dynamics of your workforce to make sure you meet the operational needs based on comprehensive demand calculations.

Assets over/understaffing

Taking into consideration contingencies, availabilities, and utilizations gain visibility into staffing requirements and deficiencies for each role and functional area.

Data repository

Retain previous forecasts and historical data to effectively develop new, more accurate, forecasts with confidence.

Understand OPEX

Store salaries and wages by role type and apply to forecasted headcounts for an accurate labor OPEX calculation according to different operating strategies.


  • Human Resources Generalists
  • Mine Planners
  • Finance Team
  • Cost Analysts
  • Operational Managers

Key features

  1. Automatic data connectors pull headcounts and assumptions from HR systems
  2. Collaboration between operators, mine planners, human resources managers
  3. Accounts for labor contingencies such as: (un)paid leave, sickness, vacation, seasonality
  4. Scenario analysis to simulate extreme market conditions and labor availability
  5. Customized reports and dashboards disseminate key information up to the corporate level


  • Global Iron Ore Producer
  • Looking for visibility into headcount requirements and forecasts
  • Complex value chain with multiple mining areas, processing facilities, railways, ports, data sources, and stakeholders


  • Operational requirements and workforce management were disconnected
  • Financial allocation of accounts based on headcount was inaccurate
  • Needed to maintain sensitive workforce data and salary information
  • Needed flexibility to add mining areas as the business develops


  • Implement Mining Workforce Planning
  • Create seamless link between mine plans and headcount requirements
  • Run scenarios on different mine plans and contingency assumptions
  • Financial analysis of labor plans to avoid under or over-staffing

Value creation

  • Proactive management of workforce to ensure operating plan is attainable
  • Increased confidence in headcount forecasts based on historical data
  • Gap analysis between workforce demand and supply drives workforce decision
  • Easy import of mine plans and labor requirement to minimize maintenance of data and scenarios