Nigeria LNG Limited, NLNG, has reaffirmed its commitment to workforce transformation, announcing new investments in innovation and skills development to prepare Nigerian professionals for the evolving global energy sector.
The announcement came as Dr. Sophia Horsfall, the company’s General Manager for External Relations and Sustainable Development, spoke at the recently concluded Gastech Exhibition and Conference in Milan, Italy.
Themed “Nurturing the Workforce of Tomorrow through Upskilling and Retention Strategies,” the panel session explored how energy companies worldwide can address looming talent shortages while keeping young professionals engaged.
Horsfall emphasized that the sector was facing what she called a “talent paradox” — a mismatch between rising demand for skilled workers in renewable and low-carbon industries and the slow pace of talent development.
Citing projections from the International Energy Agency, she noted that more than 14 million new jobs will emerge in the low-carbon and renewable energy sectors by 2030.
Meanwhile, the World Economic Forum estimates that 60 percent of the global workforce will require reskilling to remain relevant in an era where technology and sustainability are reshaping industries.
“This demonstrates a huge talent gap, highlighting the need to nurture the next generation of professionals with skills for jobs that do not even exist today,” Horsfall said.
She added that Nigeria, with its youthful population and expanding energy sector, is uniquely positioned to turn this challenge into an opportunity by training professionals who can drive the global energy transition.
Horsfall outlined NLNG’s multipronged strategy for preparing future leaders. Central to this effort are graduate trainee and young professionals’ programmes, designed to attract talent and provide the skills necessary for careers in digital technology, renewable energy management, low-carbon solutions, and sustainable leadership.
“Young professionals are looking for more than just employment. They want purpose, hybrid work flexibility, and opportunities for creativity,” she explained. “At NLNG, these values are embedded in our proposition. We make it possible for careers to evolve, allowing movement between technical and leadership roles.”
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To ensure retention, recruits undergo competitive selection and are quickly introduced to senior leaders and colleagues across departments, creating a sense of belonging.
Early-career professionals rotate through multiple units — from supply chain to communications and technical operations — giving them a holistic understanding of the business.
Mentorship systems, buddy programmes, and overseas placements further strengthen professional development.
The company also runs team-building bootcamps, supports professional certifications, and encourages lifelong learning through secondments and continuous training.
These interventions have helped NLNG maintain attrition rates well below industry averages, Horsfall noted. “Our young professionals remain motivated because we deliver on our promises,” she added.
NLNG has also established a Digital and Innovation Department to embed critical digital competencies. The department uses creative approaches to learning, such as hackathons, coding clubs, bootcamps, and a gamified “digital army” system where staff gain higher ranks after completing projects.
The company is equally prioritizing climate-related skills. Through its Energy and Transition Department, job descriptions are being rewritten to reflect carbon reduction priorities, ensuring that staff across all roles understand the importance of sustainability.
Training also extends to environmental, social, and governance practices, from emissions tracking and compliance with international standards to digital sustainability tools.
“We want to go beyond compliance and demonstrate real contributions to the global energy transition,” Horsfall stressed, adding that training now spans from frontline workers to the company’s board of directors.
NAN
