Government, industry, owners and educators agree that meeting Alberta's future labour needs will require stronger collaboration, better planning and a more connected workforce system.

As Alberta and Canada prepare for significant growth across the energy, industrial, infrastructure and construction sectors, the one question that continues to surface is where will the workforce come from?

That question was at the centre of a workforce readiness panel hosted during the 2026 AMCC Annual General Meeting at NAIT. Moderated by AMCC Board Member Mitch Soetaert, Vice President and District Manager at Melloy Industrial Services, the discussion brought together Peter Leclaire, Vice President Academic at NAIT; Shannon Marchand, Alberta’s Deputy Minister of Advanced Education; Graham Polischuk, Senior Turnaround Event Manager at Shell; and Heather Sazdov, Vice President, Canadian Refining at Cenovus.

While each panelist shared their own perspectives, a common theme emerged. Workforce readiness is about far more than increasing training seats or recruiting additional workers. It requires alignment across government, education, owners, contractors, labour partners and employers to ensure the right people are available, with the right skills, at the right time.

That perspective closely mirrors the findings outlined in AMCC's One Industry. One Workforce. One Future. discussion paper, which calls for greater collaboration and coordination across the workforce ecosystem.

A System Built on Shared Responsibility

One of the first topics explored was how Alberta's apprenticeship and training system actually works.

Leclaire described the system as a partnership between government, educational institutions and employers. Government establishes standards, certification requirements and curriculum outcomes. Institutions such as NAIT are responsible for delivering technical training and preparing apprentices for progression through the system.

Employers complete the learning cycle by providing the practical work experience, mentorship and jobsite exposure that transform technical knowledge into real-world capability.

The discussion highlighted that workforce development is not owned by any one organization.

Training providers cannot solve labour shortages on their own. Neither can government. Success depends on active participation from employers and industry leaders who help shape curriculum, mentor apprentices and create opportunities for hands-on learning.

Connecting Education to Industry Needs

Deputy Minister Marchand spoke about the province's ongoing efforts to expand capacity within the post-secondary and apprenticeship systems while ensuring graduates are prepared for the realities of today's workplaces.

He highlighted significant investments in apprenticeship seats, curriculum modernization and work-integrated learning opportunities. The province's goal is not simply to produce more graduates, but to strengthen the connection between education and employment outcomes.

A key takeaway from his remarks was that employers are part of the training system. Apprentices continue learning long after they leave the classroom, making workplace experience a critical component of workforce development.

The importance of industry engagement in shaping future curriculum also came to light during the conversation. As technology evolves and workforce demands change, training systems must remain responsive to the needs of employers and the realities of industrial work environments.

The Owner Perspective

For industrial owners, workforce planning is not an abstract policy discussion. It directly affects the ability to safely execute projects, maintenance events and turnarounds.

Heather Sazdov reflected on her growing appreciation for the complexity of the workforce system. What may appear to be a straightforward request for labour often relies on years of planning, coordination and investment across multiple organizations.

She emphasized the importance of greater integration across industry and pointed to investments owners are already making to support workforce development through partnerships with post-secondary institutions and industry initiatives.

One particularly compelling observation was her suggestion that Alberta's workforce challenge should not be viewed as a competition between companies. Instead, she argued, the real competition is global.

While organizations will always compete commercially, there are opportunities to collaborate more effectively on workforce development, training and labour planning to ensure Alberta and Canada remain competitive for investment and growth.

Why Turnarounds Matter

Graham Polischuk brought the discussion back to the realities of industrial maintenance.
Turnarounds may be planned years in advance, but workforce requirements often become clear only months before execution. At the same time, multiple projects and maintenance events may be drawing from the same labour pool.

This creates a significant planning challenge.

The ability to forecast labour needs, communicate upcoming demand and coordinate resources across the industry can have a direct impact on project success. Workforce availability increasingly influences productivity, scheduling and the ability to execute work safely and efficiently.

For maintenance contractors, these challenges are familiar. They are also a reminder that workforce planning cannot begin when workers are already needed on site.

Looking Ahead

The panel reinforced a reality that AMCC has been highlighting for some time: workforce readiness is no longer simply a labour issue. It is an economic competitiveness issue.

The success of future projects, the reliability of existing facilities and Alberta's ability to attract investment will depend in large part on whether industry, government and education providers can work together to prepare the workforce required to meet demand.

No single organization can solve that challenge alone.

But through stronger collaboration, better labour market information, ongoing industry engagement and a shared commitment to workforce development, Alberta has an opportunity to build a more responsive and resilient workforce system.

For the maintenance industry, that work is already underway.