Our approach
All projects
ARBI Portfolio is an ongoing effort to understand how workforce decisions are made across industries, identify the questions that matter most, and develop practical, evidence-based approaches to answering them. Each project represents a structured exploration of real-world workforce challenges, combining business understanding, analytical methods, data architecture, and decision intelligence into implementation-ready solutions. Together, these projects form a growing body of workforce intelligence knowledge that continuously evolves as new industries, business questions, methods, and implementation patterns are explored.
Strategic Workforce Planning: Plan the Distributed, Credentialed Workforce
Over a 1–3 year horizon, where will workforce supply diverge from service demand — by capability, technology and region — and where is the build-vs-buy and aging-workforce (copper-era retirement) risk concentrated?
Sponsor · Chief People Officer
Coverage & Workforce Availability Intelligence: Cover the Footprint Before Faults Hit
Where and when will workforce coverage — available, capable, within geographic reach, able to respond inside the obligation window — fall short of the fault probability across the network footprint, before a continuity failure occurs?
Sponsor · Chief Operating Officer
Dispatch & Response Readiness Intelligence: Reach and Resolve Within the Window
Where and when will faults arrive, can the right capability reach and resolve each within the obligation window, and what is the optimal dispatch — right capability, right place, right time, first time?
Sponsor · Chief Network Officer
Capability & Infrastructure Skills Intelligence: Assure Qualified, Safe Coverage
Where will credentialed, safe capability coverage lapse — by technology, region and certification — where will retirement remove scarce legacy capability, and where does fiber/5G readiness lag the build plan?
Sponsor · Chief Technology Officer
Telecommunications Workforce Digital Twin: Simulate Continuity Before Commitment
Under a given coverage, dispatch, transformation or shock scenario, can the workforce cover the footprint, respond within the obligation window, and stay resilient — and where does each scenario break?
Sponsor · Chief Operating Officer
Strategic Workforce Planning: Build, Buy or Automate
Where does workforce supply diverge from demand by site and skill — and how much premium contingent labour is structural rather than genuinely variable?
Sponsor · Chief Operating Officer
Skills Transformation Intelligence: Will the People Be Ready?
Where will skill gaps block the automation roadmap, by plant and date — and which gaps are cheaper to close by reskilling than by hiring?
Sponsor · Chief Transformation Officer
Frontline Retention Analytics: Churn You Can Feel on the Line
Where is frontline and trades churn concentrated by plant, shift, tenure and supervisor — and which lever (pay, onboarding, supervision, shift design) moves which segment?
Sponsor · Chief Human Resources Officer
Supervisor Effectiveness Intelligence: The 4,310 Who Run the Plants
How much of plant performance rides on supervision, where is supervisory capability or span constraining results, and who needs what?
Sponsor · Chief Operating Officer
Production Workforce Digital Twin: Run the Line Change Before You Build It
Under a given demand, automation and shift scenario, what workforce — by headcount, skill and certification — does a plant need, and can it get there in time, before we commit the capital?
Sponsor · Chief Operating Officer
Strategic Workforce Planning: Re-shaping, Not Hiring
What must Aurora's workforce become — by segment, role and skill — as AI re-prices tasks and the cost-income target tightens, reconciled into a redeployment and role-redesign plan rather than a hiring or redundancy plan?
Sponsor · Group Chief Operating Officer
Workforce Productivity Intelligence: The Productivity of Cognition
Where is cognitive-work productivity created and lost across Aurora, and which levers — AI augmentation, work redesign, spans, demand management — move it, measured honestly without crude output proxies?
Sponsor · Group Chief Human Resources Officer
AI Workforce Transformation: Augment, Automate, Protect
Task by task and role by role, what is Aurora's AI exposure — what should be automated, augmented or protected — and how fast can the workforce be reshaped to capture the value while staying controlled?
Sponsor · Chief Transformation & AI Officer
Relationship Manager Effectiveness: The Trust Roles
What separates a top relationship manager/advisor from a median one at comparable book and segment, and how much revenue is recoverable by closing the gap and retaining the client-owning advisors?
Sponsor · Head of Wealth & Chief Client Officer
Banking Workforce Digital Twin: Simulate Before You Commit
Under a given AI-adoption, automation, agility and demand scenario, what workforce — by role, skill and control coverage — does Aurora need, can it get there in time, and does it remain a controlled bank throughout?
Sponsor · Group Chief Operating Officer
Strategic Workforce Planning: Plan the Available Workforce, Permanent and Contracted
Over a 1–5 year horizon, where will workforce supply — permanent plus contractor — diverge from production demand by role, ticket and site, and how much of IronPeak's contractor reliance is structural rather than genuinely variable?
Sponsor · Chief People Officer
Workforce Availability Intelligence: Fit, Qualified, Rostered, On-Site
Shift by shift and site by site, will IronPeak have a fit-for-work, qualified, rostered, on-site crew sufficient for planned production — and where will availability fall short before it happens?
Sponsor · Chief Operating Officer
Safety & Fatigue Intelligence: Protect the Workforce, Predictively
Which crews, shifts and sites carry rising safety and fatigue risk — early enough to intervene — and which factors (fatigue, experience, crew mix, supervision, contractor integration) drive the risk for which population?
Sponsor · Chief HSE Officer
Critical Skills & Capability Intelligence: See the Lapse Before It Stops Production
Where will critical-skill, ticket or statutory-role coverage lapse before it does — by site and qualification, across permanent and contractor workforces — and where is scarce capability under-deployed?
Sponsor · Chief Technical Officer
Mining Workforce Digital Twin: Simulate Before You Commit
Under a given production, roster, contractor or automation scenario, what workforce does IronPeak need, can it get there, and does it remain available, safe and fatigue-sustainable throughout?
Sponsor · Chief Operating Officer
Total Workforce Baseline: Counting the Whole Crew
How many people does it actually take to run Meridian — and what does that whole workforce cost — once contractors are counted the way the operation actually uses them?
Sponsor · VP, Workforce Planning & People Analytics
The Great Crew Change: Succession Risk in Licensed Roles
Which roles will the great crew change actually break first — and is the succession bench as ready as the talent reviews claim?
Sponsor · Chief Operating Officer
Attrition & Capability Forecast: Modelling the Cliff
If nothing changes, how big is the capability gap in two years — and which interventions actually move it?
Sponsor · VP, Talent & Organisational Effectiveness
Strategic Workforce Planning: Plan the Skill-Based Knowledge Workforce
Over a 1–3 year horizon (the credible horizon for fast-moving technology), where will skill-based workforce supply diverge from roadmap demand — by skill, role and geography — and where is the build-vs-buy and scarce-capability cost concentrated?
Sponsor · Chief People Officer
AI Workforce Readiness Intelligence: Build the Workforce Ready to Work with AI
Where is the workforce ready (and not ready) to work effectively with AI, where will reskilling be needed next, and how should work be allocated between humans and AI to capture the productivity — safely and without hollowing out capability?
Sponsor · Chief AI Officer
Engineering Productivity Intelligence: System Flow, Never Surveillance
Where is knowledge-production flow constrained — at the team and system level — and which system-level interventions would most improve throughput, quality and developer experience, without ever measuring or ranking individuals?
Sponsor · Chief Technology Officer
Skill Evolution & Capability Intelligence: Manage Capability as a Decaying Asset
Where will skill and capability gaps open as skills evolve — by skill, role and team — where is critical knowledge dangerously concentrated, and which emerging skills must Nexus build ahead of demand?
Sponsor · Chief Talent & Learning Officer
Technology Workforce Digital Twin: Simulate the AI-Era Transformation
Under a given AI-adoption, reskilling, growth or team-design scenario, can Nexus's workforce build the roadmap, capture AI's productivity, and sustain itself — and where does each scenario break?
Sponsor · Chief Operating Officer
Clinical Workforce Planning: Plan the Capability, Not Just the Headcount
Over a 1–5 year horizon, where will clinical workforce supply diverge from demand — by specialty, credential and site — and how much of NovaCare's premium-agency reliance is structural rather than genuinely variable?
Sponsor · Chief Operating Officer
Care Capacity Intelligence: Match Capacity to Demand, Safely
Shift by shift and unit by unit, will NovaCare have the right credentialed capacity for the demand actually arriving — safely and without avoidable premium spend — and where will it fall short before it happens?
Sponsor · Chief Nursing Officer
Clinical Workforce Retention & Wellbeing: Wellbeing Is Capacity
Which clinicians and units are at rising risk of burnout and attrition — early enough to intervene — and which levers (workload, scheduling, fatigue, support, leadership) actually move the risk for which population?
Sponsor · Chief People Officer
Credential & Capability Intelligence: See the Lapse Before It Shuts the Service
Where will credential, license or scope-of-practice coverage lapse before it does — threatening safety or shutting a service — and where is scarce capability wasted below top-of-licence?
Sponsor · Chief Medical Officer
Healthcare Workforce Digital Twin: Simulate Before You Commit
Under a given demand, capacity, care-model, agency or wellbeing scenario, what clinical workforce does NovaCare need, can it get there in time, and does it remain safely staffed, credentialed and sustainable throughout?
Sponsor · Chief Operating Officer
Strategic Workforce Planning: Plan an Elastic Workforce Against Future Demand
Over a 1–3 year horizon, where will workforce supply diverge from projected customer demand — by capability, channel, location and season — and where should Vertex build permanent versus flexible versus seasonal capacity, given turnover, automation and cost?
Sponsor · Chief People Officer
Demand & Workforce Alignment Intelligence: Match Capacity to the Demand Curve
Where and when does available workforce capacity diverge from the capacity required to meet forecast demand at the service-level target — and what is each divergence costing in service, revenue and labour waste?
Sponsor · Chief Operating Officer
Shift & Schedule Optimization Intelligence: Reshape the Schedule Across the Iron Triangle
How should Vertex design and assign shifts so the shaped labour supply meets the required-capacity curve at the lowest defensible cost — while improving schedule stability and fairness, staying compliant with scheduling law, and deploying flexible and cross-skilled labour across the network?
Sponsor · Chief Supply Chain Officer
Frontline Workforce Sustainability Intelligence: Fix the Conditions That Drive Churn
Where does frontline turnover and sustainability risk concentrate, and which fixable, system-level factors (schedule instability, understaffing stress, onboarding, fairness) drive it — measured at cohort/location grain, never by profiling individuals?
Sponsor · Chief People Officer
Retail & Logistics Workforce Digital Twin: Simulate the Iron Triangle Under Shock
Under a given demand, peak, elasticity, scheduling, automation or sustainability scenario — including demand shocks — can the workforce meet service at acceptable cost without breaking the frontline, and where does each scenario break?
Sponsor · Chief Operating Officer