Talent Management

People are central to Link’s long-term success. We focus on attracting, developing and retaining a high-calibre, diverse workforce, with particular emphasis on building a strong internal talent pipeline, cultivating future-ready skills and elevating the employee experience to support performance, growth and well-being.

Our talent management practices are closely aligned with business needs and are underpinned by structured policies on learning and development, competencies, succession and leadership development.

We build a robust talent pipeline by acquiring, identifying, developing and retaining high‑potential, high‑performing individuals and those with critical skills.

We cultivate a high-calibre and future-ready workforce by providing systematic and equitable access to learning opportunities that build readiness for future roles, foster a strong internal talent pipeline and strengthen key capabilities including AI-related skills.

Targets

Status

Build a diverse workforce that represents the communities we operate in (considering skill set, industry expertise and experience, background, ethnicity, age and gender), with a gender diversity ratio of AGM+ at 50%

Ensure equal opportunities for recruitment and career advancement

Pursue zero fatalities and prosecutions related to OHS regulations across all of Link’s daily operations

Achieve a LTIFR of below 1.00 among permanent employees by 2030/2031

Retain our people: Maintain a voluntary turnover rate of below 20%

Develop our people: Ensure succession plan with internal talent in place for 80% of key roles

Engage our people: Conduct biennial employee surveys with at least 85% response rate and 70+ engagement score

Train our people: Maintain an average of more than 16 hours of training per employee per year

Achieved On Track Lagging Behind Not Commenced

Learn more about our approach to career growth and development

Careers