Lennart Rietveld
Regional Director Americas | WTS Energy
The vital Mix of the Hydrocarbon Industry and Energy Transition
Q: How have WTS Mexico and its track record evolved in recent past years?
A: WTS Mexico opened for business in April 2016 and has faced several challenges since then. International studies have highlighted that Mexico is one of the most complex countries regarding bureaucracy, which makes setting up a business a complex process. Nonetheless, the company was able to fully comply with laws and regulations. Although WTS is known internationally, this was not yet the case in Mexico and this posed a second challenge. It needed to create a name in the energy market. Thanks to the 2014 Energy Reform, many IOCs and service companies were looking for compliant international vendors in the country. WTS was able to establish a broad range of clients among key operators and contractors in which Project Management and Engineering Services have been developed successfully.
The third challenge was the reconfiguration of the company after the 2021 labor and fiscal reforms. In August 2021, WTS obtained its REPSE register to provide specialized services focusing on engineering, HSE, logistics and IT services for the energy sector. In addition, we have continued our Specialized Recruitment Services for the sector for which we have been able to place Mexican and international talent at the most important O&G companies in Mexico.
Q: What challenges do companies face when recruiting and retaining talent and how does WTS support them?
A: Companies understand that people are their main assets. The most important challenge today is globalization. In the past, people only had two or three job offers to choose from. Today, the world is a pool of work flexibility allowing talented people to travel all around the world and work wherever they want.
In regard to the oil and gas industry in Mexico it is highly important for companies to invest in culture, retention strategies and additional benefits to retain talent. It is very important for us to understand that the world is going through an energy transition. However, we live in a world where everything we see, and use is still made out of hydrocarbons. This is our second-biggest challenge when it comes to attracting talent. Moreover, it is relevant for companies within the sector to focus on their organizational structure, culture and their social impact and plans for the energy transition to attract new talent.
Q: How has the Mexican talent pool changed in the last 10 years and where do you find more opportunities to improve?
A: The change has been significant. We have noticed a large increase in education, language and IT skill levels. The Mexican talent pool is becoming more attractive worldwide. In Europe, for instance, there is a scarcity of personnel, especially technical personnel. We have seen many cases where Mexican talent has been transferred to Europe to fill this gap, and with excellent results and we expect that this trend will continue.
Q: How does the company contribute to the UN’s Sustainable Development Goals?
A: WTS focuses on the UN’s social sustainable goals as well as complying with two of them: No. 7 and 8. The first relates to ensuring affordable and clean energy for everyone. Goal No. 8 is about decent work and economic growth.
Goal No. 8 makes a great deal of sense for WTS because people are its main asset. In Mexico, the company is hiring people and providing them with great additional benefits and an excellent salary level and full and transparent compliance while supporting their personal growth.
Additionally, for our Projects in WTS we try to rehire people who have worked for the company on previous projects in Mexico. We have examples of employees that are now in their fourth and fifth project with the company. These efforts are happening all over the world, and it ensures that people are paid accordingly while also having opportunities to grow in their careers. Moreover, WTS focuses on hiring local people for its projects.
Goal No. 7 is about affordable and clean energy. To understand why we chose that goal, you need to comprehend the breakdown of the WTS energy group. At the moment, we are made up of three different companies. WTS Mexico is part of the WTS Energy group. Through innovative specialized recruitment services we provide talent to important companies in Solar, LNG and cogeneration companies.
The second company, VS&H Offshore, is an offshore contractor, specialized in testing and terminations, cable repairs and outfitting of offshore high voltage assets. They perform a wide range of offshore high voltage activities for the connection and maintenance of offshore wind assets, covering array, export or interconnecting cables. Additionally, they have a training experience center in the Netherlands that focuses on high voltage cable installation of offshore wind parks.
Then we have HiberHilo, an IOT company, which is a joint venture between WTS and Hiber that focuses on well monitoring services using space satellites to avoid risk or damage to the environment due to leakage. HiberHilo is a complete well and pipeline solution that is ready to go, out-of-the box through a subscription model. It includes sensors, software, satellite connectivity, and a continued service - this gives you the opportunity to monitor your assets 24/7.
All together, we are tackling the affordable and clean energy goal because we understand its necessity.
Q: What are the main workforce changes the energy transition has brought to the industry?
A: Every change that requires the use of technology needs to apply new skill sets. For example, at WTS’ training center for its high cable company in the Netherlands, it specifically trains skill sets related to high voltage cables. This is because the wind turbines are so big, they require specific knowledge and specialized training. The energy transition will demand new skills from talent and companies will need to train them.
Companies like WTS create training centers for specific skill sets. We train our clients, their staff and our own personnel to be able to go offshore. For instance, the company recently added a branch in the US focusing on high voltage wind cabling training and installation and a training center in Kenya that focuses on the energy transition. The solution is to create training centers that will provide new skill sets to the talent pool.
Q: How does the country’s progress on these matters compare with that of the region?
A: It depends on the region. For example, the US is one of the largest wind energy markets in the world due to its size, and it just opened its offshore wind market. In Mexico, there are initiatives associated with natural gas, solar energy, and liquid natural gas. There are several plants being reconfigured and new pipelines being built, in addition to solar and wind projects.
The media does not report it heavily but there is investment in the renewable energy industry. However, it is not a priority for the government at the moment. There is no doubt that at some point Mexico will jump on the energy transition train and there will be many opportunities.
Q: What training or services do you think could further accelerate the country’s adaptation to the energy transition?
A: Besides training and services, the most important factors to focus on are investments as well as embracing renewable energy. At the moment, the Mexican industry is mainly witnessing political decisions revolving around hydrocarbons and gas. It is important to focus on building a society around renewables as well. One does not exclude the other. The first step is to create a conducive atmosphere for national and international companies to invest heavily in Mexico and generate projects that can be connected to the electricity and gas networks.
It is also important to focus on the workforce. Mexico has a young labor force that has been increasing rapidly in terms of education, technical and language skills. It is imperative to create specialized training centers and create a workforce that is ready to support these projects within the energy transition in Mexico and around the globe.
Jose Arcos
Regional Business Development Manager | WTS Energy
Mexico’s Oil and Gas Workforce and the Energy Transition
Q: What services does WTS Energy offer its clients?
A: The services we provide are specific and specialized. We mainly focus on the oil and gas industry and have analyzed the sector to create flexible and targeted solutions for our clients. Our objective in Mexico is to provide clients with tailored solutions to address their company’s requirements. We focus on technical areas for Exploration and Production (E&P) drilling projects as well as construction/EPC and maritime projects, mainly with engineering, logistics, HSE and IT solutions. We deliver an integrated service that empowers our clients to maximize their workforce performance, increase business productivity and operate at lower costs. We achieve this through our qualified personnel and compliant services. In addition, we deliver services in a timely manner and our clients can attest to that
Q: What can you tell us about your talent pool?
A: We have the capability to provide companies with local talent or expat professionals based on our clients’ specific requirements. We have consultants from every corner of the world, including Latin America, Africa, Europe, the Middle East and Asia. Through the implementation of our recruitment process, we ensure that the talent pool is active 24/7 and equipped with the technical competencies required for the development of many projects. By using our quick and compliant response service, companies benefit by selecting the right talent for their operations in a timely manner. We support local content development in our projects as well as the growth of local communities through knowledge development. Eighty percent of our workforce is Mexican and 20% are expats.
Q: What are the main changes and challenges the energy transition has brought to the industry in regard to its workforce?
A: In the past few years, energy companies have been supporting the energy transition, expressing their commitments by reducing carbon emissions related to their activities. As a result of these actions, there is a strong global movement in various talent industry pools that are moving toward using clean energies. Nevertheless, many companies do not know what actions need to be taken for the expansion of this green energy transition. As a result, companies are faced with a strong challenge to create programs for interns, newcomers, retention plans, growth, etc. and continue attracting qualified consultants for their operations. However, international reports indicate that hydrocarbons will be used for at least another 30 years. This energy transition reminds me of when the Energy Reform kicked off in Mexico. It was challenging to find adequate talent with the right competencies and knowledge, especially in trainee certifications. The same thing could happen in Mexico when we finally decide to take that leap into producing clean energies.
Q: What is the role of the REPSE in providing services engineering, logistics, HSE and IT for the oil and energy sectors?
A: REPSE has helped us classify service companies by specialties. This concept is very important to our clients because they now have a clear idea with whom they should work according to their areas of expertise. I am very happy with the results the recent Labor Reform has obtained because the main objective was correct: to protect employees in regard to their professional services by ensuring that their employers comply with the related obligations and responsibilities. Since its implementation, WTS México has been fully compliant with all government regulations – for example, paying 100% of our contributions to our employees worldwide.
Q: From your experience, what are the challenges most companies face when recruiting and retaining talent and how does WTS help them?
A: The reality is that big companies that have thousands of employees, despite having big HR departments, are more focused on solving their daily operations and not taking care of their personnel by implementing programs, forums, and others. WTS provides the opportunities employees are looking for. Our task is to integrate them into a whole package and present them to our clients. We do this by analyzing the industry sector and creating flexible and specific solutions that contribute to our client´s professional growth and goals.
Q: What does your Specialized Recruitment service entail?
A: We coordinate and execute every step of the recruitment process. This includes candidate attraction and advertising, shortlisting, interview coordination and logistics through our Specialized Recruitment business unit. By making use of our active talent pool, we are able to provide candidates for E&P drilling projects, Construction and Maritime projects in engineering, logistics, HSE and IT. In addition, we have a recruitment hub that employs international consultants supporting our clients. We have global recruitment meetings all the time and we share opportunities that support many countries. Moreover, we exchange information about our progress and development in Mexico.
Q: Where does the future of the industry workforce lie and how does WTS Energy ensure it leads in the segment?
A: It is necessary that the oil and gas industry’s workforce understands that the market’s requirements are changing. Today more than ever, training programs are very important as well as up-to-date certifications. It is challenging to find Mexican employers that meet all requirements and capabilities to work with international companies. This is because in the past 15 to 20 years, the energy industry in Mexico was closed to private and international firms. Today, employees need to know more about the industry, receive training regarding energy certifications due to international requirements and start thinking outside the box. WTS Energy provides specialized training programs so that our clients comply with recent national and international standards.
Q: From your viewpoint, where is the oil and energy industry in Mexico heading in regard to the energy transition?
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A: Today, we are witnessing how energy companies are eager to present their commitments and are willing to be part of this energy transition toward a decarbonized future. At WTS Energy, one of our objectives is to help protect the environment during this energy transition. However, from my perspective, in Mexico, this needs to be an equilibrium transition, since energy companies will need to work hard to reduce the use of fossil fuels and transition to the use of green energies. Today, we need to focus on how and when this transition should take place.
Q: What are the company’s plans for 2023 and 2024?
A: Ever since I joined WTS Mexico in 2022, our vision has been clear and commercial and management perspectives have been aligned, that is to grow our local business and expand our services to the Americas, strengthen our Mexico team and learn from the great work our colleagues in the US are doing. Also, with our recent partner consolidation in Guyana, we have expanded our scope to support clients globally. Today, the energy industry knows that Guyana is the hotspot for this business and we are now locally based and active, providing our Technical Services, Specialized Recruitment and Training services. Just to give you an example of how important Guyana is for us; Exxon Mobil is going to drill 35 wells this year in that country, since there is no national operator yet. There are so many opportunities there at the moment. If you happen to be one of the first to get into Guyana you will have huge opportunities to support this industry in your area of expertise.
Carlos Salazar
Operations Manager | WTS Energy
Complying with Mexican Labor Laws and Regulations
Q: As the HR and Operations Manager at WTS Energy, what are your main responsibilities and how do you ensure their achievement?
A: As the HR and Operations Manager, my daily objective is to effectively manage the direction of the company. My responsibilities include overseeing operations with our clients, managing our human capital, overseeing strategic planning and work relations, as well as supervising the health and safety of all our employees. This is in addition to implementing strategic plans for company and employee development. To achieve success at WTS Energy, we have welcomed change by implementing and developing best practices. We continually improve our company to ensure it remains an excellent workplace, where growth and development are deeply cherished.
Q: What does having successful communication between different departments of the company mean to you?
A: Successful communication between different functions or departments contributes to organizational efficiency, informed decision-making and a collaborative work environment that ensures all members of the company are on the same page. In addition, having a strong communication strategy is essential for problem-solving, capitalizing on opportunities and maintaining cohesion within the organization. Moreover, successful internal communication results in greater positive impact in regard to clarity, transparency among colleagues and mutual respect. In general, these factors lead the company to achieve its goals.
Q: What strategies have you implemented at WTS Energy and how do you create added value in your industry?
A: Through my tenure at WTS Energy, I have developed and implemented a series of strategies to increase the continuous operation of our company. These include:
Regulatory Compliance: We remain up-to-date with industry regulations and standards, assisting companies in complying with safety and environmental standards. We focus on remaining proactive to any changes that affect local regulations while ensuring their effective implementation.
Sustainability: We help companies adopt sustainable practices and promote corporate social responsibility.
Customer Service: We provide exceptional customer service, ensuring that the needs and expectations of our clients are met. In addition, we consider best practices and compliance with regulations.
Professional Development: We provide professional development programs and continuous training to our staff, helping them stay current with the latest industry technologies and practices.
Industry Specialization: We focus on delivering human resources and consultancy services tailored to the energy and oil industries, including the recruitment of highly specialized and technical professionals.
HR
These are just some of the strategies that WTS Energy provides to our employees and the oil and gas industry.
Q: How is the success of a project measured at WTS Energy?
A: The success of a project is measured through Key Performance Indicators (KPIs) and results that reflect company objectives and stakeholder satisfaction (both clients and employees). Our goal is to evaluate each stage of the project, from development to implementation, and subsequently analyze if the project has been completed efficiently and effectively. Collaboration and communication between departments, including the operations and human resources teams, are essential to successful personnel management and to ensure legal compliance.
Q: What are the main challenges in human resources management in the energy and oil industries in Mexico?
A: The challenges are mostly technical and highly regulated. These include:
Occupational Health and Safety: Workplace safety is a critical priority in the energy and oil industries due to many inherent risks. Effective management of occupational health and safety is an ongoing challenge.
Regulations and Compliance: The industry is subject to various government regulations and environmental standards that must be rigorously adhered to. Ensuring compliance and proper data management is a significant challenge.
Investment in Employee Development: Training and skill development are essential for the industry; nevertheless, it can be costly and time-consuming. Keeping employees up-todate with the latest technologies and practices is an ongoing challenge.
Diversity and Inclusion: Promoting gender and cultural diversity in an industry that is historically dominated by men and a monocultural environment can be a significant but necessary challenge.
Safety and Compliance Culture: Fostering safety and compliance at all levels of the organization is crucial. This requires effective communication and a constant commitment.
To address these challenges, companies in Mexico’s energy and oil industries must develop robust human resource management strategies that include specialized talent recruitment and retention, skill development, occupational safety, regulatory compliance and adaptation to technological and environmental changes. Collaboration between human resources and operations teams is essential in order to overcome these challenges and ensure long-term success.
Q: How do you address diversity and inclusion in your company, especially in an industry historically dominated by certain demographic groups?
A: Undoubtedly, diversity and inclusion are essential challenges that foster a culture of equality and leverage available talent.
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At WTS Energy, we have implemented various strategies in different areas to address diversity and inclusion in the energy and oil industry in Mexico:
Senior Management Commitment: High-level leadership must be committed to diversity and inclusion.
Inclusive Recruitment: We implement inclusive recruitment practices, which include seeking candidates from diverse backgrounds, eliminating biases in the selection processes and promoting equal opportunities for all.
Inclusive Culture: Foster a culture of inclusion where all employees feel valued and respected.
Inclusive Policies and Procedures: Review and adjust internal policies and procedures to ensure they are inclusive and do not discriminate against any group.
Promoting diversity and inclusion in an industry historically dominated by certain demographic groups is an ongoing process that requires long-term effort and commitment. However, it can yield significant benefits, such as attracting a diverse talent pool, enhancing innovation and decision-making and strengthening the company’s reputation.
Q: What do you consider to be the main differentiator of WTS Energy as a specialized services company?
A: Our company has continuously evolved over the years by having a track record that adapts to market needs. As a result, we have become a global company with a significant impact on the market.
WTS Energy differentiates itself from other companies by actively engaging in every stage of our projects while understanding the unique needs of the industry. Every year, our organization gets involved in sustainability-related issues. For instance, this year, we are strongly committed to clean energy and to inclusive and sustainable economic growth for all. This commitment aligns with our compliance with regulatory norms and standards in Mexico, where WTS Energy is playing a leading role.
In addition to these initiatives, what differentiates us from our competitors are our personnel and compliance standards. We provide our clients with the highest level of services run by very talented and prepared local project staff, which is aided by our international staff and backed by our internal and local finance, as well as recruitmnet in operation teams. In addition, we focus on full compliance that abides by implemented governmental platforms such as SISUB, ICSOE among others, these makes us a preferred supplier for the oil and gas industry.
WTS Energy Ready for New Challenges in Latin America
WTS Energy, an international agency that provides specialized Engineering, Recruitment and HR services with a specialized focus on the oil and gas industry, is ready to tackle this year’s challenges. From Recruitment and Personnel Management to executing Engineering and HSE Services in onshore and offshore environments, the firm specializes in diverse sectors that additionally include renewable energy, mining, and construction.
With over two decades of industry experience, WTS Energy has been part of the dynamic Mexican market since it entered the country in April 2016 and has faced several challenges since then. “International studies have highlighted that Mexico is one of the most complex countries regarding bureaucracy, which makes setting up a business a complex process. Nonetheless, the company was and is able to fully comply with laws and regulations,” said Lennart Rietveld, regional director of the Americas for WTS Energy.
Due to the energy policies implemented under the former administration in Mexico, energy policies that opened the domestic energy industry to private and international investment, WTS Energy saw the huge potential the country offered. “Thanks to the 2014 Energy Reform, many IOCs and service companies were looking for compliant international vendors in the country. WTS was able to establish a broad range of clients among key operators and contractors in which project management and engineering services have been developed successfully,” said Lennart.
Currently, WTS Energy provides specialized services in Engineering, Recruitment and HR services and has had great success in placing talent from around the world in the industry’s most important companies and projects. For instance, in August 2021, WTS obtained its REPSE register to provide specialized services focusing on engineering, HSE, logistics and IT services for the energy sector, said Lennart. “In addition, we have continued our specialized recruitment services for the sector, for which we have been able to place Mexican and international talent at the most important O&G companies in Mexico.”
The agency says it is proud to be strategic partners with various companies, supporting them in their search and selection of ideal candidates, which also demonstrates WTS Energy’s capacity for adaptation and its commitment.
Regional Sales Manager Jose Arcos says the agency has the capability to provide companies with local talent or expat professionals based on clients’ specific requirements. “We have consultants from every corner of the world, including Latin America, Africa, Europe, the Middle East and Asia. Through the implementation of our recruitment process, we ensure that the talent pool is active 24/7 and equipped with the technical competencies required for the development of many projects.”
When it comes to Mexico´s talent pool, it has changed substantially in the past 10 years and according to WTS
Energy, there are many untapped opportunities as well as areas to improve.
“The change has been significant. We have noticed a large increase in education, language and IT skill levels. The Mexican talent pool is becoming more attractive worldwide. In Europe, for instance, there is a scarcity of personnel, especially technical personnel. We have seen many cases where Mexican talent has been transferred to Europe to fill this gap, and with excellent results, and we expect that this trend will continue,” said Lennart.
2023 marked a significant change in relation to the services the agency offers by reactivating several projects aimed at supporting client projects. For instance, WTS Energy provides services to drilling contractors for EP operations and has reactivated its engineering procurement and construction (EPC) services. Currently, it is participating in the construction of a 700km gas pipeline located in Mexico’s southeast. These include offshore and onshore operations. In addition, WTS Energy is involved in benchmarking and data analysis projects, aimed at providing detailed information to support the specific needs of the industry, reported WTS Energy.
WTS Energy is not only a leader in Mexico, but overseas as well. “With our recent partner consolidation in Guyana, we have expanded our scope to support clients globally. Today, the energy industry knows that Guyana is the hotspot for this business, and we are now locally based and active, providing our technical services, specialized recruitment and training services,” said Arcos.
WTS Energy’s commitment to excellence is reflected in the firm’s participation in industry conferences and congresses. Lennart has represented WTS Energy Mexico, and shares his insights on crucial topics that range from technology implementation to strategies for employee retention, as well as and the industry’s outlook for the energy transition.
“Every change that requires the use of technology needs to apply new skill sets. For example, at the WTS training center for its high cable company in the Netherlands, it specifically trains skill sets related to high voltage cables. This is because the wind turbines are so big, they require specific knowledge and specialized training. The energy transition will demand new skills from talent and companies will need to train them,” said Lennart.
Today, social responsibility has gained importance for investors and consumers who seek investments that are profitable but that also contribute to the welfare of society and the environment. For Carlos Salazar, WTS Energy HR operations manager, the agency is fully committed to social responsibility and its investment in employee development, such as training and skill development. “Nevertheless, it can be costly and time-consuming. Keeping employees up-todate with the latest technologies and practices is an ongoing challenge.”
Regarding diversity and inclusion, WTS promotes gender and cultural diversity in an industry that is historically dominated by men and a monocultural environment can be a significant
but necessary challenge, explained Salazar. Moreover, WTS Energy considers that establishing a safety and compliance culture is vital. “Fostering safety and compliance at all levels of the organization is crucial. This requires effective communication and a constant commitment,” said Salazar.
Finally, WTS Energy has reaffirmed its commitment to quality by obtaining ISO 90001 certification, ensuring that the services it provides meet the most stringent standards and training.
“We provide our clients with the highest level of services run by very talented and prepared local project staff, aided by our international staff and backed by our internal and local finance, as well as recruitment in operation teams,” said Salazar. In addition, WTS Energy focuses on full compliance that abides by implemented governmental platforms, such as SISUB and ICSOE. These makes the agency a preferred supplier for the oil and gas industry, said Salazar.
“Today, employees need to know more about the industry, receive training regarding energy certifications due to international requirements and start thinking outside the box. WTS Energy provides specialized training programs so that our clients comply with recent national and international standards,” said Arcos.
WTS Energy is proud of its track record as a leader in comprehensive and integrated engineering, recruitment and HR Support Services. Its ability to meet challenges, adapt to significant changes and maintain an unwavering commitment to quality has positioned the firm as a trusted strategic partner for companies around the world.
The past year marked a period of revival and growth for WTS Energy, from collaborating in major projects to the expansion of its talented team.
“Innovation, excellence and dedication will continue to be the pillars of our company, and we look forward to opportunities to exceed our customers’ expectations and reach new horizons in the industry. Together, we will move forward with determination toward a future full of shared achievements and success,” said the company in a statement.
Adapting HR Strategies for the Oil and Gas Transformation
The worldwide transition to sustainable energy sources is fundamentally reshaping industries across the globe. WTS Energy highlights the pivotal role of workers in sectors like oil and gas in guiding this energy shift with their expertise and capabilities. However, challenges persist, encompassing talent retraining and re-skilling, cultural adaptation, and the incorporation of emerging technologies.
“It is necessary that the oil and gas industry’s workforce understands that the market demands are envolving. Employees now need a deeper understanding of the industry, technical training on energy certifications due to international standards, and an innovative mindset”. WTS Energy provides specialized training programs so that our clients comply with recent national and international standards,” said Jose Arcos, regional business development manager Americas of WTS Energy.
In the oil and gas industry, workers possess expertise in fossil fuel exploration, production, refining, and distribution, however there is a pressing need to adapt and enhance their skills to meet today’s evolving demands. WTS, an international agency that provides specialized engineering, recruitment, and HR services, is confident in the industry’s ability to meet these new requirements, as it maintains a strong commitment to research and development initiatives for new renewable energy generation, storage and distribution technologies. Additionally, its focus on risk management and safety ensures the successful deployment of new technologies and facilitates the transition to sustainable energy sources.
Still, employees in the oil & gas sector face substantial gaps that must be addressed to facilitate the global energy transition. WTS underscores the necessity for workers to acquire new skills in renewable energy, energy storage, and smart grid management on a larger scale. A cultural shift is also crucial, as the industry historically focusses on fossil fuels. Embracing sustainability demands a substantial change in mindset toward renewable energy. Additionally, adapting existing infrastructure to accommodate renewable energy sources presents logistical and technical hurdles that the workforce must tackle proactively. WTS emphasized that addressing these challenges necessitates collaboration among governments, companies, and workers.
“To address these challenges, companies in Mexico’s energy and oil industries must develop robust human resource management strategies encompassing specialized talent recruitment and retention, skill development, occupational safety, regulatory compliance and adaptation to technological and environmental changes. Collaboration between human resources and operations teams is essential to overcome these challenges and ensure long-term success,” said Carlos Salazar, HR operations manager of WTS Energy.
WTS Energy emphasized that re-skilling workers could uncover numerous untapped opportunities for Mexican talent. “The change has been significant. We have noticed a substantial
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increase in education, language and IT skill levels. The Mexican talent pool is becoming more attractive worldwide. In Europe, for instance, there is a scarcity of personnel, especially technical personnel. We have seen many cases where Mexican talent has been transferred to Europe to fill this gap, and with excellent results. We expect that this trend will continue,” said Lennart Rietveld, regional director of the Americas for WTS Energy.
Throughout this human capital transition in the oil and gas industry, WTS is regarded a top ally. With a track record that aligns with market demands, the firm excels in a range of services, from recruitment and personnel management to delivering specialized services, certified under RESPE, in Engineering and HSE services in both onshore and offshore settings. Additionally, WTS specializes in diverse fields such as renewable energy, mining, and construction.
“WTS Energy differentiates itself from other companies by actively engaging in every stage of our projects while understanding the unique needs of the industry. Additionally, our personnel and compliance standards set us apart. We focus on full compliance with for example, governmental platforms such as SISUB and ICSOE, making WTS Energy a preferred supplier for the oil and gas and renewable energy industry,” said Salazar.
Accountancy & Tax Manager | WTS Energy
How a Strong Finance Department Benefits Employees
Q: How important is the finance department in relation to a company’s employees?
A: As the finance manager, my goal is to safeguard the interests of the company and our partners, as well as those of our employees, who are fundamental to the services we provide to our clients in the oil and gas sector. By taking care of their interests, we foster a sense of belonging between the employee and the company. This is achieved through good financial planning and budgeting, which are crucial to ensuring that projects stay within projected costs and resources are optimized.
Q: What is the main challenge in financial planning related to employees?
A: The most important challenge is to ensure that salaries are paid on time and that we comply with all regulations under the Federal Labor Law. This includes social security taxes, income tax, and statutory benefits, as well as additional benefits implemented by WTS Energy. To achieve this, a healthy cash flow is elemental and financing may be needed from time to time. This requires maintaining a good relationship with banks and investors to secure access to capital. The oil and gas market in Mexico is facing multiple risks, from price fluctuations to geopolitical instability as well as the liquidity position of most companies in the market, which must evaluate these risks while proposing mitigation strategies.
Q: What are WTS Mexico’s main responsibilities toward its employees?
A: Our responsibilities toward employees are numerous and significant, all based on their rights under the law. A critical issue in this sector is the bad practices surrounding the payment of employer-employee contributions at 100% to entities such as IMSS, INFONAVIT, and FONACOT.
Q: How important is it to comply 100% with these governmental entities?
A: Complying 100% with these entities is essential for us. We prioritize the safety of our employees, especially in a sector where the risk of accidents is imminent. By ensuring that their salaries are current, we guarantee that, in case of any workrelated risks, they will receive necessary medical attention and will be able to collect their regular salary during any incapacity. Additionally, having their salary at 100% allows them to obtain a higher mortgage credit from INFONAVIT and accumulate more savings in their housing sub-account. WTS Mexico holds the certification as a “Company of Ten,” recognizing businesses that meet their obligations and maintain excellent fiscal behavior. Furthermore, by being registered with FONACOT, we provide our employees with access to credit at rates that are much more accessible than those from credit institutions.
Q: In addition to social security, what other responsibilities does the finance department at WTS Mexico oversee regarding its workforce?
Fernando Hernandez
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A: We focus on generating budgets, projections, and strategies to offer competitive salaries in line with market demand. We also seek to provide compensation or benefits that exceed those mandated by the Federal Labor Law, such as food vouchers, savings funds, and additional medical and life insurance products. Within this financial planning, it’s essential to allocate resources efficiently for training, medical examinations, and safety protection equipment, as these directly impact employees’ ability to fulfill their objectives. Transparency in the distribution of company profits is also a benefit that employees are entitled to, but which is often not granted due to poor practices.
Q: What would be your conclusion regarding the workforce at WTS Mexico and the services you provide?
A: A finance department that promotes ethics and regulatory compliance contributes to a strong organizational culture, where employees feel safe and valued. The workforce in finance is not only essential for daily management but also plays a key role in the long-term strategy of companies in the oil and gas sector. Their ability to adapt to changes in the economic and technological environment will largely determine success and sustainability in the industry.
Lennart Rietveld
Regional Americas Director | WTS Energy
Local Expertise, ESG to Face Industry Hurdless: WTS Energy
Q: How has WTS Energy adapted its strategies to successfully enter and expand in the Mexican oil and gas market?
A: WTS began operations in Mexico in August 2016, marking 2024 as our eighth year in the industry. Initially, we focused on outsourcing administration, project management and specialized recruitment, primarily within the oil and gas sector. Due to the Energy Reform of 2013, the Oil & Gas market in Mexico was opened to foreign investments by International Oil Companies with whom significant opportunities were identified.
During the COVID-19 pandemic and in response to labor and fiscal reforms, we transformed our personnel management model into a specialized service one. This included updating our corporate bylaws to shift our focus: 80% toward specialized engineering services for the energy sector registered under REPSE and 20% toward specialized recruitment for Energy, registered under the Secretary of Labor and Social Prevention (STPS). This was a significant challenge given the difficult circumstances at the time.
Our success is largely due to our local expertise and international reach. In Mexico, becoming a preferred provider is achievable by ensuring transparency, compliance, and quality. Although this may sound simple, many companies struggle with understanding local labor, fiscal, and specialized services regulations. We gained the trust of international companies, starting with our first contract with an oil operator in 2017, by demonstrating quick response times, quality, compliance, and transparency.
Q: What do you see as the main challenges facing the oil and gas sector and what role is PEMEX playing in this scenario?
A: The industry requires significant changes. PEMEX’s financing issues are a matter of concern, with many regions and companies facing financial difficulties due to non-payments. Currently, there are a several successful international operators in Mexico, however the potential is much greater considering there are approximately 300 Oil & Gas fields that are not assigned at the moment
In terms of labor, there is no specific legislation for the oil and gas sector. Offshore work typically involves 12-hour shifts for 14 to 28 days, followed by 14 to 28 days off. However, this is not reflected specifically in the Federal Labor Law, leading to legal disputes over, for example overtime, holiday and Sunday premium, which complicates matters for the private sector. Due to the risk of working offshore and the special working hours, workers in this industry already earn three to four times more than onshore positions, including those costs in their salaries. Without proper regulation specifically for Oil & Gas, the industry faces significant legal challenges.
Q: What role does talent training play in your strategy for Mexico and how effective have your local hiring strategies been?
A: Today, approximately 80-90% of our employees are local. When international oil operators first arrived, they brought in a lot of international talent because, apart from PEMEX,
there was little to no expertise available at higher levels of the supply chain. It was a complex situation. However, the industry has focused on developing young talent. For example, in 2019, we hired a drilling engineer with little experience, and now he has grown into one of our leadership positions.
Most companies are impressed with the level of talent in Mexico, people’s dedication, and the potential for learning within the talent pool. Continuous training, ongoing learning, and the exchange of experiences between international experts and local hires have become a regular occurrence. This approach has led to several highly successful campaigns and there are now plenty of examples of Mexican Talent hired in international projects outside of Mexico
Q: What initiatives have you implemented to support clients in terms of ESG compliance?
A: There is a significant stigma in the sector, with oil and gas companies seen as inherently problematic. While there are many ESG challenges, it is evident that processes related to governance, ethics, conflicts of interest, diversity, and inclusion are increasingly being integrated. Our success can be attributed to leading and adhering to these initiatives, which led to our selection by clients. Operators look for compliance in these areas when issuing tenders.
The focus of reviews has shifted significantly toward ESG issues. In the environmental realm, there are numerous regulations regarding hydrocarbons, chemical discharges, and more, designed to prevent incidents and accidents.
Q: How does WTS Energy prioritize Health, Safety, and Environment (HSE) standards in its operations in Mexico? What specific HSE initiatives have been implemented to ensure the safety of workers and the protection of the environment?
A: This year, we hired a Quality, Health, and Safety (QHS) specialist at our Mexico City office to lead projects and ensure compliance with all regulations and requirements. Additionally, when our personnel are on-site, we are required to follow our clients’ regulations and compliance protocols.
From the moment we sign with a new client, we include QHSE clauses and addendums in the contract to ensure all personnel are trained and understand the processes they must follow. We also create a document in collaboration with the clients’ QHSE departments to ensure all aspects are covered. Additionally, we have a direct line for any compliance issues, allowing us to address any type of situation promptly. This helps us connect our existing protocols with our clients’ and ensure we meet or exceed their QHSE expectations.
Q: What role does innovation play in WTS Energy’s operations in Mexico? Are there any new technologies or digital solutions that you are particularly excited about?
A: We constantly analyze new technologies and tools, as they develop rapidly. For instance, last year we implemented an Applicant Tracking System (ATS) to streamline processes,
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from commercial sourcing and recruitment to onboarding and offboarding. This system includes AI capabilities and search assistance.
Despite our sector being somewhat manual, we continuously explore tools like ChatGPT and user-friendly solutions preferred by newer generations, such as Canva, instead of PowerPoint. We promote these changes to enhance efficiency, creativity, and effectiveness.
From the company’s group perspective, we have two sister companies. One, Hiberhilo, is an IoT firm offering a remote temperature and pressure monitoring technology that gives you full control of wellhead monitoring and management. Many wells still operate manually, and without field visits, their status remains unknown. This tool delivers real-time information, improving oversight.
Reynard, the other company of the group, is specialized in Connecting wind turbines to high-voltage cables. With a team of 320 well-trained and dedicated high-voltage technicians, it focuses on seamless, safe, and efficient energy solutions for a sustainable future.
Q: Looking ahead, what are WTS Energy’s strategic priorities for the next five years in Mexico? How do you plan to navigate the evolving landscape of the oil and gas industry in the country?
A: We are entering a phase where several projects will be completed, positioning 2025 as a year dedicated to redefining and diversifying our business model and strategy . We are approaching this from multiple angles. In the hydrocarbons sector, we are involved with operators and new projects related to gas generation and transportation. We anticipate several large projects and are diversifying into more regional markets which should ensure picking up new projects from Q3 2025, onwards.