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The Future of Mining Talent: Attraction, Retention & Culture | HR & Recruitment Insights (Part 3)
Description
In this special series (Part 3 of 3) around HR and recruitment in the mining industry, we bring together three experienced HR leaders from across the global mining industry: Leanne Holmes, Head of People at Central Asia Metals, Paul Eagle, Vice President People & Culture at Evolution Mining, and Bridget Hunter, Group Manager Shared Services at Ivanhoe Mines.
The discussion explores some of the key workforce and talent challenges shaping the future of mining, including addressing age bias in hiring, improving the industry's image to attract new talent, and creating more flexible and family-friendly workplaces. The panel also shares perspectives on educating younger generations about modern mining careers, highlighting the growing role of technology, sustainability, innovation and digital transformation across the sector.
The guests discuss what organisations can do to strengthen their employer brand and improve employee retention, from leadership and career development to workplace culture, flexibility and creating environments where people feel valued, supported and able to grow professionally.
Whether you work in HR, leadership, recruitment, or operational management, this episode provides valuable insights into how mining organisations can strengthen their employer brand and build high-performing teams for the future.
This episode is brought to you by Mining International, a global executive search partner to the mining industry. For bespoke search and advisory services, please visit www.mining-international.org
KEY TAKEAWAYS
- Mitigating age bias in recruitment requires a shift in focus toward individual competencies and experience rather than traditional career timelines and years of service.
- Improving the mining industry's reputation depends on genuine advancements in environmental stewardship, community engagement, and workplace culture rather than relying solely on clever marketing campaigns.
- Designing flexible working schedules that accommodate various family structures and life stages is essential for broadening the talent pool and retaining diverse employees.
BEST MOMENTS
"I think mining’s reputation challenge really requires authentic transformation, not just better marketing."
"The key is to recognise that family-friendly doesn't mean a one-size-fits-all approach. It means listening to employees and finding ways to adapt their working patterns."
"Mining is not a dirty activity. It’s a very exciting, innovative, technologically advanced environment where it's also very focused on sustainability and building things for the future."
GUEST RESOURCES
- Paul Eagle: paul.eagle@evolutionmining.com
- https://au.linkedin.com/in/paul-eagle-80128740
- Leanne Holmes: https://uk.linkedin.com/in/holmesleanne
- Bridget Hunter: https://za.linkedin.com/in/bridget-hunter-3a000230
VALUABLE RESOURCES
Mail: rob@mining-international.org
LinkedIn: https://www.linkedin.com/in/rob-tyson-3a26a68/
X: https://twitter.com/MiningRobTyson YouTube: https://www.youtube.com/c/DigDeepTheMiningPodcast
Web: http://www.mining-international.org
CONTACT METHOD