Workforce Development and Management
Workforce Development & Management
Amid a rapidly evolving business and regulatory landscape, SP Group continues to develop its human capital by anticipating skills shifts, accelerating upskilling and job redesign, and supporting employee wellbeing.
With a large workforce across multiple geographies and business operations, we are committed to strengthening workforce development to build a skilled, engaged and resilient workforce that supports operational excellence and the organisation’s long-term success.
This is supported through structured workforce development and management, and close collaboration with the Union of Power and Gas Employees (UPAGE). These arrangements enable a supportive and inclusive culture where employees are valued and empowered to grow, and facilitate timely consultation on workforce matters.
Effective workforce management encompassing employee engagement, fair labour practices, and compliance with applicable regulations, supports workforce stability and safeguards our organisational reputation. At the same time, continued investment in training and development enhances employee capabilities, engagement and retention, supporting sustainable business performance.
Key Initiatives
Internship Programme
Internships continue to be a core aspect of our early talent pipeline building. To drive intern to employee conversion outcomes, we have implemented dedicated intern engagement sessions to share career pathways, deepen understanding of technical roles and surface interest for future employment.
Work-Study Diploma (WSDip) Programme
Academic partnerships have also been expanded through initiatives such as the WSDip programme with the Institute of Technical Education (ITE). WSDip is a 2.5-year programme which provides structured on-the-job training, mentorship and technical development, alongside clear pathways for conversion into permanent roles upon graduation. The first batch of students commenced work in March 2026.
Project FUSION – Redesigning Jobs for the Future
SP Group takes a proactive approach in ensuring future-readiness, equipping our workforce with the skills to stay relevant as roles evolve with technological, regulatory, and energy transition demands. Project FUSION under the remit of the CTC, provides a structured approach to identifying emerging skills and redesigning roles. Since 2018, over 400 jobs have been transformed through upskilling and job redesign.
Job redesign is aligned with technology adoption with roles evolving from:
- Manual to digital: Gas leak surveyors transitioning from manual, paper-based recording to using Autonomous Mobile Robot to manage routine leak surveys at a system-level
- Digital to automation: Technical team moving away from manual, repetitive verification of contractor claims to using AI to validate key data, and flag gaps automatically
- Single-Function to Multi-Skilled and leveraging AI: Customer Service Officers upskilled to manage multiple customer touchpoints, and using AI to deliver more consistent and quality engagement
Augmented by technology, employees can now spend more time analysing and preventing issues, reinforcing safety and operational excellence. These are areas where human judgement adds the biggest value.
In tandem with these job redesigns, we have established multiple career pathways and invested in pre-emptive upskilling to support workforce transitions. Ahead of the national smart meter rollout, meter readers were reskilled into roles such as smart meter technicians, asset sensing & analytics, and field service respectively, and meter reading service officers performing first level diagnostic checks and site support. This proactive approach has improved role effectiveness and supported redeployment into higher value work, contributing to operational stability and productivity.
Building on the strong momentum of Project FUSION, Fusion.AI marks the next phase of SP Group’s workforce transformation, focusing on strengthening AI fluency across the workforce and embedding AI into jobs and processes. Delivered in partnership with UPAGE, this phase supports the confident adoption of AI, enabling capacity to be redeployed towards roles requiring higher levels of judgement and expertise, while ensuring workforce transformation and upskilling initiatives remain inclusive, coordinated, and aligned with business needs.