Canadian Robotics Manufacturer Rebuilds Workforce Competency Through Targeted Cybersecurity Staffing and Certification Program

The Challenge

Nova Robotics Systems, a Canadian manufacturer specializing in industrial automation and robotics for the automotive sector, faced a critical workforce competency gap following several years of rapid technological expansion. As the company adopted advanced IoT-enabled robotics and integrated AI-based production systems, its cybersecurity maturity failed to keep pace. Key technical and operations staff lacked formal training or certification in cybersecurity principles, leaving the company vulnerable to misconfigurations, insecure programming practices, and delayed responses to emerging threats.

A ransomware incident affecting one of Nova’s robotics control networks exposed the extent of the internal skills deficit. While the company’s systems were restored, the post-incident review revealed a lack of certified personnel to manage cybersecurity controls, respond to technical incidents, or oversee compliance obligations under the Personal Information Protection and Electronic Documents Act (PIPEDA). Recruitment efforts were hindered by competition for cybersecurity talent, and the absence of a structured certification strategy prevented the company from developing capabilities internally.

As clients in the automotive and energy sectors increased cybersecurity assurance requirements within supplier contracts, Nova’s leadership recognized that workforce modernization and credential alignment were essential to maintaining competitiveness, compliance, and trust.

Our Solution

Our Professional Staffing and Certifications team partnered with Nova Robotics to design and execute a Cyber Workforce Development and Certification Program tailored to its operational and compliance needs. We began with a workforce capability assessment to map existing roles, technical proficiency, and certification levels across IT, engineering, and operations teams.

Based on the assessment, we established a three-tier staffing and certification roadmap that prioritized essential competencies in cybersecurity operations, privacy management, and industrial control system protection. New hires were strategically placed in roles aligned to both immediate operational needs and long-term resilience objectives. We partnered with accredited certification bodies to deliver customized training programs leading to designations such as CompTIA Security+, Certified Information Systems Security Professional (CISSP), and Global Industrial Cyber Security Professional (GICSP).

To ensure sustainability, Nova implemented an internal mentoring and certification reimbursement program, linking performance metrics to certification milestones. A centralized credential tracking platform was deployed to monitor compliance readiness, ensuring that staffing and skill levels aligned with ISO/IEC 27001 and NIST Cybersecurity Framework requirements.

The Value

Within nine months, Nova Robotics achieved a significant transformation in its workforce capability and operational resilience. The company successfully increased its pool of certified cybersecurity professionals by 60%, reducing reliance on external contractors and improving incident response effectiveness.

Employee retention rates improved through career development incentives, and audit readiness for client cybersecurity assessments reached full compliance. Nova’s enhanced staffing model and certification alignment allowed it to secure new supplier contracts with leading automotive manufacturers and renew its cyber insurance coverage at reduced premiums.

By investing in professional staffing and certifications, Nova Robotics built a sustainable foundation for digital trust—turning workforce development into a strategic differentiator for long-term competitiveness and compliance assurance.

Implementation Roadmap

1. Assessment (Weeks 1–3): Conduct workforce capability and certification gap analysis across all technical teams.

2. Program Design (Weeks 4–6): Develop role-based certification roadmap, define skill tiers, and identify training partners.

3. Deployment (Weeks 7–12): Recruit specialized cybersecurity staff, enroll internal employees in certification programs, and deploy credential tracking tools.

4. Enablement (Weeks 13–16): Launch mentoring and reimbursement programs; integrate certification tracking into HR systems.

5. Continuous Improvement (Ongoing): Review certification status quarterly, update training paths, and align staffing with emerging regulatory standards.

Info Sheet

Necessary Action Type and Steps to Be Taken:

• Conduct workforce and capability assessment to identify cybersecurity skill gaps.
  – Implement a structured certification roadmap covering cybersecurity, privacy, and industrial control system security.
  – Partner with accredited training organizations for certification delivery and testing.
  – Deploy centralized credential tracking for compliance monitoring.
  – Integrate certification progress into performance reviews and workforce planning.
  – Maintain continuous learning and renewal cycles aligned with ISO/IEC 27001 and PIPEDA compliance requirements.

Industry Sector:

Manufacturing — Robotics and Industrial Automation

Applicable Legislation:

• PIPEDA (Personal Information Protection and Electronic Documents Act)
  – ISO/IEC 27001 (Information Security Management)
  – NIST Cybersecurity Framework
  – Canadian Cyber Security Standards for Workforce Development

Third Parties:

• Accredited certification and training partners.
  – Workforce development and HR consulting firm.
  – Industry association supporting cybersecurity upskilling.
  – Cyber insurance underwriter validating competency levels.
  – Automotive sector clients requiring cybersecurity assurance.