As Alberta enters 2025, the province is witnessing a sharp increase in engineering demand, driven by large-scale infrastructure, industrial growth, and energy megaprojects. With billions of dollars invested in new developments, executives must act now to secure top engineering talent before labour shortages intensify. This report provides an overview of key industry projects, hiring trends, and best practices to help senior leaders build high-performing teams in a competitive market.
The Largest Projects Driving Engineering Demand
The demand for engineers is being driven by significant capital investments in various sectors. These projects necessitate thousands of engineers from different fields:
Infrastructure and Transportation
Green Line Light Rail Transit (LRT) – Calgary ($5.5B) Alberta’s largest transit investment, spanning 46 km and 29 stations, necessitates civil, structural, and geotechnical engineers. Phase 1 is expected to be completed by 2031.
Valley Line LRT West Extension – Edmonton ($2.6B) A 14-km expansion enhancing connectivity, creating demand for transit infrastructure engineers, geotechnical specialists, and mechanical engineers.
Springbank Off-Stream Reservoir Project ($432M) Designed to mitigate flood risks in Calgary, requiring hydrological, civil, and environmental engineers.
Capital Line South LRT Extension – Edmonton ($1B) A critical infrastructure expansion project requiring civil and electrical engineers.
Energy and Industrial Developments
Dow Path2Zero Net-Zero Ethylene Cracker – Fort Saskatchewan ($8.6B) The world’s first net-zero ethylene cracker, requiring chemical, mechanical, and electrical engineers for construction, commissioning, and ongoing operations.
Imperial Oil’s Oil Sands Production Expansion – Cold Lake & Kearl ($1.5B+) Expanding production by up to 456,000 barrels per day, increasing demand for petroleum, process, and environmental engineers.
Trans Mountain Pipeline Expansion ($30.9B) A major oil pipeline expansion requiring pipeline, mechanical, and geotechnical engineers.
Enbridge Wabamun Carbon Hub ($1.5B) A large-scale carbon capture project requiring environmental and chemical engineers.
Healthcare and Institutional Facilities
Red Deer Regional Hospital Centre Expansion ($1.8B) A major redevelopment project requiring structural, mechanical, and hospital-grade HVAC engineers.
MacEwan University School of Business – Edmonton ($150M) A seven-story, 376,700 sq ft facility requiring structural, mechanical, and environmental engineers.
Gene Zwozdesky Centre at Norwood ($379M) A continuing care facility requiring structural and electrical engineers.
Renewable Energy and Environmental Initiatives
Pathways Alliance Carbon Capture and Storage (CCS) Network ($16.5B) A 400-km pipeline network to store CO₂ underground, requiring chemical, pipeline, and environmental engineers.
Linde Clean Hydrogen Production Facility ($2B) A hydrogen production plant requiring chemical, process, and energy engineers.
Blatchford Renewable Energy District – Edmonton ($1.5B) A sustainable urban development using geothermal and district energy, requiring renewable energy engineers and urban planners.
Buffalo Plains Wind Farm ($800M) One of Canada’s largest wind farms, requiring renewable energy, electrical, and mechanical engineers.
Key Hiring Trends for Engineering Executives
Demand for Specialized Skill Sets
Large-scale projects are increasing demand for engineers with expertise in sustainable energy, automation, and advanced materials.
Competing with the Private Sector for Talent
Major corporations are offering aggressive compensation packages, forcing mid-sized firms to compete on career growth and work culture.
Executive-Led Employer Branding
Leaders must champion workplace culture and communicate long-term career pathways to attract top engineering talent.
Retention Strategies Amid High Demand
Companies must implement retention incentives, mentorship programs, and structured career development to combat aggressive talent poaching.
Best Practices for Strategic Hiring
1. Precision in Talent Acquisition
Executives must align hiring strategies with project timelines, ensuring engineering recruitment pipelines are established before critical labour shortages arise.
2. Leveraging Industry Partnerships
Engaging with specialized recruitment firms provides access to passive talent pools, mitigating hiring challenges in niche engineering disciplines.
3. Executive-Driven Candidate Experience
Top engineering candidates expect direct engagement with leadership. Senior executives should actively participate in the recruitment process to reinforce the company’s vision and values.
Looking Ahead: Competitive Positioning in Alberta’s Engineering Sector
The scale of Alberta’s engineering projects in 2025 requires a proactive, executive-level approach to hiring. Organizations that invest in strategic workforce planning today will secure the expertise needed to complete high-profile projects on time and within budget.
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