Construcciones Yamaro: Komatsu builds careers with culture, care and commitment
Komatsu is committed to supporting ambitions and building careers, offering more than just a pay cheque.
With the construction industry balancing an ageing workforce and shifting employee expectations, Komatsu is focused on attracting, retaining and inspiring top talent. By creating a culture that champions professional growth and personal wellbeing, the company is reshaping what it means to work in construction and heavy machinery.
A workplace that cares
Over the past couple of years, Komatsu has taken a deliberate approach to employee attraction and retention, responding to a competitive job market with initiatives that align with what employees truly value. One of the most impactful changes has been the evolution of its Families at Komatsu policy, ensuring benefits are more inclusive.
Mel Morrison, executive general manager – people and culture at Komatsu, says these changes were designed to support all employees.
“With over 80 per cent of our workforce being male, we recognised the need for inclusive policies rather than focusing solely on one group, such as women in our business,” says Morrison. “We benchmarked our parental leave policies against industry standards, assessed whether our offering benefited our entire workforce, and found room for improvement.”
Komatsu increased primary carers’ leave from 12 to 16 weeks at full pay – applicable to all primary carers, including fathers and blended families. Recognising that most secondary carers in its workforce are fathers, the company extended secondary carers’ leave from one to four weeks.
Support doesn’t stop there. Komatsu strengthened its domestic violence support, offering 10 days of fully paid leave, financial assistance and a private mobile phone to help impacted employees establish security. Compassionate leave provisions for miscarriage further highlight the company’s commitment to inclusivity and care.
Expanding its employee assistance program through TELUS Health, Komatsu ensures employees and their families have access to professional support whenever needed.
“This service isn’t just about work-related challenges – it extends to personal matters like health crises, life transitions and financial concerns,” says Morrison. “It’s a safety net that provides mental health and general support beyond the workplace.”
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Flexibility at every level
As workplace expectations evolve, Komatsu has adapted with a 60/40 office-flex policy, allowing office-based employees to work remotely 40 per cent of the time. But flexibility isn’t just for those at desks.
“We have also introduced flexible shift options for frontline employees, which we are particularly proud of. Employees can choose traditional Monday-to-Friday schedules or lifestyle rosters, such as working seven days on and seven days off,” says Morrison.
“This has been well received, as many employees prioritise work-life balance. Offering flexibility to all employees, not just office staff, is a key part of our strategy.”
Careers with a clear direction
Career development remains central to Komatsu’s approach, with its structured My Career framework providing employees with a clear view of growth and progression opportunities. Featuring 12 defined career paths, the initiative outlines necessary skills, proficiency levels and associated roles.
“We actively promote internal vacancies and introduced a system where employees can share their career aspirations and development goals,” says Morrison. “This has transformed how we approach internal mobility, allowing us to align vacancies with employee ambitions.”
Komatsu’s global footprint also creates international career opportunities, while its apprenticeship program – hiring 70 to 80 apprentices annually – offers pathways for both technical and office-based employees to expand their expertise.
Passing the torch
With a well-established approach to career development and flexibility, Komatsu also prioritises knowledge transfer as experienced professionals move toward retirement. Mentorship occurs both formally and informally, as experienced employees are eager to share their insights with the next generation.
“We take a proactive approach to supporting that part of our workforce that is transitioning to retirement,” says Morrison.
“We understand this is a big change that requires planning and support. Our Transition to Retirement program offers just that – covering superannuation, financial planning and flexible work considerations to help employees phase into retirement.”
Engaging future talent
Attracting younger talent requires fresh thinking, and Komatsu’s partnership with Williams Racing has helped build interest in the brand.
“The Williams F1 partnership has sparked interest among those drawn to innovation and cutting-edge technology,” says Morrison. “Younger generations seek flexibility, a supportive environment and accelerated career growth. They’re also drawn to strong brands and competitive employment conditions.”
To meet these expectations, Komatsu has implemented a multi-faceted inclusion and diversity strategy that considers generational differences, gender diversity and cultural representation.
“Inclusion and diversity at Komatsu are continually evolving. Hiring diverse talent isn’t enough. It’s the workplace experience that shapes whether people remain and thrive,” says Morrison. “We put inclusion at the heart of our thinking and have a multi-faceted approach to diversity – generational, gender and cultural.”
Culture as the cornerstone
A strong workplace culture is the foundation of Komatsu’s strategy. Respect, inclusivity and innovation are central to its ethos, starting with leadership.
“Respect is fundamental. We work closely with our leaders to ensure they foster open and constructive conversations within their teams,” says Morrison. “Despite being a large organisation, Komatsu has retained a close‑knit, relationship-driven culture.”
Having worked across multiple organisations, Morrison finds Komatsu’s culture to be unique.
“Komatsu has a community/family feel, built on long-standing relationships, strong values, and a genuine passion for our products and customers. There is a real sense of belonging, which we must continue to nurture as our workforce changes,” she says.
Future-proofing careers
Komatsu’s people and culture strategies are woven into its broader business objectives, with ongoing refinement ensuring workplace culture and talent management remain priorities.
“As we navigate workforce challenges – including an ageing workforce, generational shifts and new technology – our strategy remains focused on building the right capabilities,” says Morrison. “Artificial intelligence, data analytics and emerging technology will shape our workforce needs, and we’re preparing by upskilling our employees and attracting the right talent.”
With a long-term vision, Komatsu continues to evolve as a workplace where careers thrive and employees feel valued.
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