The Mining Skills Navigator project funded by the Victorian Government has worked to map, plan and future-proof the workforce for the booming mining and resources sectors across North West Victoria, and cross border in New South Wales.
At its core, this initiative has brought together employers, government, industry, education, regional and community partners to respond to the evolving demands of mineral sands, gold, and critical minerals extraction.
With local communities and towns under pressure and demand for skilled labour intensifying, the project delivers a roadmap for collaborative action.
Who’s Involved
The Mining Skills Navigator project has been led by SuniTAFE, in collaboration with Federation University and Bendigo TAFE, engaging national experts in strategic workforce planning, workforce development, and Vocational Education and Training (VET) from Workforce BluePrint.
The initiative was supported by Regional Development Victoria and informed by consultation with mining employers, training providers, universities, Workforce Australia providers, LLENs, and regional stakeholders. These partnerships ensured a practical, cross-sector approach rooted in regional economic realities.
A Region on the Rise
The region is experiencing a surge in mining activity, with new and expanding projects in Donald, Minyip, Avon Bank, Horsham, Stawell, and Maldon. These include both mature gold mines and early-phase mineral sands operations.
“The combined advancements in mining and resources projects indicate a significant increase in employment opportunities in the region – around 2200-2500 plus cross-border workforce demand of around 1,800 people.”
Recruitment is already underway with sharp increases in demand expected through 2025–2030.
Strategic Themes for Workforce Development
Using the TAKE ACTION framework, the project identified 8 key themes:
1. Pipeline Profiles – matching workforce supply to each phase of mining, from exploration to operations.
- Transferable Trades – attracting workers from construction, agriculture and manufacturing.
- Diversity and Development – engaging more women, CALD, First Nations and mature-age workers.
- Tickets to Training – fast-tracking skills via microcredentials, VET pathways, and industry-linked programs.
- Hot Labour Markets – addressing housing, health and infrastructure needs to support labour mobility.
- Critical Roles and Capabilities – focusing on diesel fitters, engineers, electricians, underground operators and more.
- Regionality and Remoteness – boosting liveability and retention through community-based workforce planning.
- Culture and Image – addressing perceptions about the industry or work sites that may be negative
Common Challenges and Opportunities
Employers reported significant skill shortages in trades and technical roles, ageing workforce concerns, and training timelines out of sync with hiring needs.
As one HR Manager put it, “We’re planning 18–24 months out, but hiring now.” Others noted that retention—not just attraction—is becoming the core issue: “Unless they’re local, they don’t stay.”
Gold mining operations are generally more mature with embedded workforce systems, while mineral sands projects are preparing to scale from zero, making site-based and cross-sector training crucial.
What’s Working
A suite of training solutions is being rolled out across the region, including the Intro to Mining Skill Set, VETDSS (school-based) training, pre-employment programs, and stackable microcredentials. On-site learning and “train and place” models are being explored.
Some employers have introduced structured development programs like ‘Mates to Managers’ and implemented community-integrated attraction efforts such as welcome kits, family relocation support, and partnerships with schools and local councils.
Where To Next
The Final Workforce Action Plan includes 8 focus areas with strategies and responsibilities.
Implementation will require a collective effort:
- Employers must co-design and deliver site-specific and mobile workforce solutions.
- Education providers must align VET and Higher Education pathways to meet real-time industry needs.
- Government must coordinate cross-border migration and housing strategies.
- Workforce Australia providers must support training, upskilling, and readiness for jobseekers.
Governance and Collaboration
The next step is to formalise governance and activate the final plan across state and regional levels. Cross-border collaboration between Victoria, NSW and South Australia will be essential, alongside initiatives like the Net Zero Workforce Strategy and the Clean Energy Skills Passport model.
Reach Out and Get Involved
Contact wendy@workforceblueprint.com.au to explore how you could support or benefit from this region-wide workforce initiative or develop a blueprint for your industry sector and region.