Mining Workforce Advances Cyber Competence Through Professional Staffing and Certification Framework

The Challenge

Granite Ridge Mining Ltd., a Canadian metals and mineral producer operating in Ontario and Quebec, faced persistent challenges in recruiting and retaining cybersecurity and IT professionals with the technical proficiency to manage its growing portfolio of connected mining systems. With operational technology (OT), Internet of Things (IoT) monitoring, and cloud-based data platforms becoming integral to production and safety, internal audits revealed skills gaps across site-level staff and contractors responsible for system security.

Many supervisory personnel lacked current certifications in cybersecurity governance and privacy compliance, while ad hoc training programs failed to meet audit requirements under the Personal Information Protection and Electronic Documents Act (PIPEDA) and Canadian Centre for Cyber Security (CCCS) Baseline Controls. Additionally, inconsistent credential verification and decentralized workforce tracking limited the company’s ability to demonstrate compliance readiness to regulators, insurers, and investors.

Leadership recognized that to ensure sustainable cyber resilience and governance maturity, Granite Ridge required a structured workforce-certification framework that both professionalized internal staffing and strengthened long-term talent retention across its distributed mining operations.

Our Solution

Our Professional Staffing and Certifications team partnered with Granite Ridge to design and deploy a Cyber Workforce Certification and Governance Program aligning workforce development with national and international cybersecurity standards. Key program components included: This comprehensive framework transformed the organization’s approach to staffing, creating a sustainable, certified workforce capable of protecting sensitive mining data, maintaining compliance, and supporting ESG objectives.

  • Competency Assessment: Evaluated all existing IT, OT, and compliance roles against ISO/IEC 27001, CCCS Baseline Controls, and Mining Association of Canada’s TSM framework.
  • Role-Based Skills Matrix: Defined required cybersecurity and privacy competencies for engineers, supervisors, compliance officers, and contractors.
  • Accredited Training Partnerships: Established formal relationships with CompTIA (Security+), ISC² (CISSP), ISACA (CISM), and other certification bodies to deliver industry-recognized credentials.
  • Rural Workforce Pipeline: Partnered with Canadian technical colleges, trade schools, and Indigenous training organizations to expand recruitment into regional communities.
  • Credential Tracking and Governance: Integrated certification and training status into HR systems to support continuous compliance reporting and audit readiness.
  • Mentorship and Career Pathways: Developed internal mentorship programs linking certified personnel with new recruits to maintain long-term skill development.

The Value

Within nine months of program launch, Granite Ridge achieved tangible operational and compliance improvements: By investing in professional certifications and sustainable staffing strategies, Granite Ridge strengthened its position as a secure, compliant, and forward-looking leader in Canada’s mining industry.

  • 65% of IT and OT personnel obtained at least one recognized cybersecurity certification (Security+, ISO/IEC 27001 Internal Auditor).
  • 50% reduction in human-error-related security incidents.
  • 35% improvement in compliance audit performance scores tied to workforce competence.
  • Established long-term partnerships with post-secondary institutions and Indigenous employment initiatives.
  • Improved insurer confidence and 10% reduction in cyber insurance premiums due to validated workforce readiness.

Implementation Roadmap

1. Workforce Audit (Weeks 1–3): Conduct baseline skills inventory and competency mapping for all technical and operational roles.
2. Program Development (Weeks 4–6): Define certification paths, accreditation partners, and role alignment with ISO and CCCS frameworks.
3. Training & Certification (Weeks 7–12): Deliver accredited courses, mentorship, and certification testing for key personnel.
4. Governance Integration (Weeks 13–16): Embed credential management into HR and compliance systems.
5. Continuous Development (Ongoing): Maintain partnerships with colleges, refresh training annually, and monitor certification renewals.

Info Sheet