Our Team

As an industry, one of the most significant obstacles we encounter is the recruitment and retention of skilled individuals. Our objective is to make working at Pinheiro Cobaltum the pinnacle of our employees' professional journey, and we are confident that our team comprises individuals with a resolute sense of direction, who are dedicated to perpetually advancing our strategic objectives.

 

Developing a Robust Team Culture

Our company has consistently developed a robust ethos rooted in our core principles of Safety, Quality, Accountability, and Appreciation. Our efforts have been concentrated towards boosting employee participation and enhancing the overall work environment at Pinheiro Cobaltum.

We typically concentrate on:

• Educating and training our employees through our leadership development initiatives, personal development plans, and job-specific instruction;
• Creating employee advisory groups;
• Adopting in-person forums and technologies for knowledge exchange;
• Improving rewards for staff initiatives;
• Emphasizing the development of a diverse and inclusive workplace.

 

Diversity entails a dedication to equality and respect for every person. Diversity is the term used to describe all the traits that separate individuals from one another, including differences in religion, race, ethnicity, language, gender, ability, age, and any other potentially divisive factors. Our ability to manage diversity increases our creativity, productivity, responsiveness, competitiveness, and shareholder value.

 

We focused on creating ways to increase the number of women working in our company and on assisting parents returning to work after parental leave. Among our endeavors are the following:

• Increasing the availability of flexible work arrangements including shortened workweeks, modified schedules, and flexible start and end hours;
• Examining our procedures for both men and women before, during, and after parental leave;
• Making use of industry body affiliations to provide chances for mentees and mentors;
• Increasing the number of job applications by using specialized marketing;
• Growing enrollment in our pipeline programs.

 

 

Several of our programs to encourage students and young specialists consist of:

• Tours of the mine sites with the community schools in our area;
• Offering realistic job trials of mining life to high school students participating in work experience at our headquarters and working locations;
• Scholarships for high school seniors supporting their postsecondary degree courses;
• Collaboration with academic departments to conduct student study excursions that include firsthand learning and guidance from our geology experts;
• Informational events with university mining faculty members, promoting the opportunities for vacation and graduate student experience;
• Facilitated engineering demonstration days by having our managers accessible to offer technical advice and coaching.

 

Our Graduate Program of Choice

Pinheiro Cobaltum has a firm belief in developing future leaders and has taken action by introducing a graduate program that has gained recognition nationwide. The company plans to conduct graduate programs annually, with each intake consisting of approximately 10-15 graduates. The program will offer a range of rotations that will provide extensive exposure to various aspects of the business.

We have created a variety of possibilities for personal and professional growth for our employees because we understand that development is not an all-inclusive process:

• Our company implements performance and development planning that involves establishing yearly performance objectives that are in line with our business strategy. We keep tabs on progress and provide regular feedback through evaluations and informal discussions to ensure our employees are aware of their performance and development expectations.
• We have designed customized programs for leadership development, consisting of several options: a rigorous leadership experience, a workshop for frontline leaders, and an application-based program. These programs have been successfully completed by many of our leaders, enabling them to lead teams that consistently perform at a high level.
• Operational efficiencies can be achieved by utilizing emerging technologies and applied innovation through functional technical forums, where experts can exchange their expertise, practices and knowledge.
• We facilitated a mentoring program by pairing successful senior executives with a member of the Leadership Team as a mentor. This initiative led to an increase in internal promotions among the participants. Our company offers a specialized mentoring resource portal where employees can establish their own mentoring connections with the guidance of their manager.
• Our company provides study support to our employees in order to enhance their skills and knowledge, which in turn leads to better performance and improved business outcomes. We offer financial assistance for studying as well as time off for our employees to pursue their studies.