WORKFORCE
At Osisko Mining, our success is based on an engaged workforce that supports our values and shares our corporate culture.
- We strive to offer a dynamic, welcoming, safe and inclusive environment.
- We offer fair pay and benefits.
- We acknowledge our employees’ achievements and provide rewarding opportunities for development.
- We foster and continuously improve an exemplary organizational culture.
To learn more about our commitments, consult our Human Resources Policy.
Human Resources Team
Human Resources Director
Human Resources Advisor
First Nations Human Resource Facilitator
Nurse Coordinator & Nurse
2022 HIGHLIGHTS
DIVERSITY AND INCLUSION
Waswanipi community members work on the archaeological survey.
We are committed to promoting a respectful, diverse and inclusive workplace and implementing practices to ensure every individual has an equal opportunity to evolve according to their skills.
The diversity of our workforce is a strength and helps us succeed by bringing together varied experiences, backgrounds, skills and viewpoints.
We strive to create the conditions for greater inclusion within our leadership and workforce and eliminating barriers that impact First Nation workers.
OSISKO MINING – EMPLOYEE DIVERSITY – 2022
gender Queer – 52
27%
Men – 13572%
gender Queer – 4
40%
Men – 660%
gender Queer – 11
24%
Men – 3576%
gender Queer – 52
27%
Men – 13572%
EMPHASIS ON LOCAL EMPLOYMENT
We work with our First Nations partners and local communities to ensure local employment.
We believe the Windfall Project should benefit people living in the region and we have developed a process to support hiring local people.
Windfall Project – Employees by Host Communities – 2022
15%
NON-FIRST NATION COMMUNITIES IN NORD-DU-QUÉBEC - 42%
Abitibi-Téminscamingue – 33
24%
Québec (other regions) – 7756%
Ontario – 33%
EMPLOYEE DEVELOPMENT
By sharing best practices and training, we give employees the opportunity to upgrade their technical knowledge, skills and competency.
We emphasize health and safety training and offer leadership training to improve the leadership skills of our supervisors.
To make sure we have the right people in the right positions, we conduct an annual standardized performance review for all employees. This helps us identify employee strengths, assess and address difficulties, and plan personalized development.
Harry Grant, Water Treatment Operator, is happy to explain his role in the Windfall Project to local entrepreneurs, July 2019.
REMOVING UNNECESSARY BARRIERS FOR MORE INCLUSION – WATER TREATMENT OPERATORS
Post date: June 18, 2020
Our culture is shaped by innovative thinking and practices that redefine the way we manage our activities. We constantly question our way of doing things. This led us to review our selection criteria when hiring new operators for the water treatment unit. Removing unnecessary barriers – such as a high…
Read Story
Date posted: March 15, 2018
CURRENT OPENINGS
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CURRENT OPENINGS
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