UK infrastructure is facing a talent crisis. With a projected £750 billion investment over the next decade in areas such as rail, energy, roads, and flood defences, the pressure on skilled professionals from engineers to site supervisors has never been greater. Yet despite record funding, without strategic workforce planning, these bold ambitions may falter at the execution stage. Labour shortages are already causing average project delays of three to six months, with nearly 61 percent of engineering employers struggling to find candidates with the right expertise. The root cause is clear: infrastructure delivery is talent-intensive. Workforce scarcity directly translates to higher costs, fragmented schedules, and diminished quality. With nearly 40,000 vacancies in construction and engineering roles ranging from welders to high-voltage specialists and a wave of retirements ahead, the capacity to deliver complex schemes is being eroded. Even robust governance frameworks, such as those outlined in the IPA’s ‘Construction Playbook’, hinge on deeper succession and capability planning elements that cannot be ignored. Consider the A9 dualling project in Scotland or the Thames Tideway Tunnel in London, both critical infrastructure schemes that have been repeatedly delayed. The A9 upgrade was postponed from 2025 to 2035, partly due to shortages of civil engineers and project managers. And the Tideway Tunnel, a £4.2 billion sewer project, encountered setbacks when specialist technicians became unavailable. These cases illustrate the stark reality: even well-funded, high-profile projects stagnate when the right people aren't in place. That is where strategic workforce planning comes in. It’s about more than hiring; it’s proactive: predicting demand, developing talent pipelines, and deploying teams before crises emerge. Organisations must understand which skills are needed, when, and in what quantities, ensuring every phase from initial design to commissioning is staffed with fully competent professionals. At Deploy, we specialise in embedding that strategic foresight into your talent strategy. Our consultants create end-to-end workforce roadmaps aligned with project timelines and skill requirements. Through talent forecasting, succession planning, and targeted sourcing, we help clients access hard-to-find engineers, technicians, project controllers, and site leads, and keep those roles filled through to delivery. For example, we recently worked with an energy network operator facing a shortage of high-voltage engineers ahead of a major substation upgrade. By identifying the skill gap 12 months before project start, deploying bespoke training partnerships, and sourcing both experienced hires and apprentices, we secured a full complement of experts, avoiding costly delays. The future of UK infrastructure depends on two interlinked pillars: capital and capability. Funding alone will not deliver HS2 extensions, renewable energy deployments, or 1.5 million new homes. But with strategic workforce planning, supported by partners like Deploy, organisations can bridge the technical talent gap and build projects with resilience from day one. If you’re preparing for your next infrastructure milestone, talk to Deploy. We’ll help you forecast talent needs, secure specialist hires, and strengthen your delivery capability, ensuring your projects not only start but also finish successfully.