An event bringing together Newmont executives and authorities from the Faculty of Technology and Applied Sciences of the National University of Catamarca (UNCA) marked the formal articulation between the company and the academic sector. The U.S.-owned multinational, which operates the Cerro Negro mine in Santa Cruz, arrived with its Young Professionals Program and ten available positions for individuals willing to relocate to Santa Cruz.
By Panorama Minero
The meeting brought together Mine Manager Javier Saracho and the company’s Human Resources representatives, Bárbara Domínguez and Rodrigo Caballero, with the Faculty’s Vice Dean Martha Cañas, Extension and Outreach Secretary Marcela Varela, and Mining Department Director José María Barros.
During the meeting, Newmont representatives formally presented the Young Professionals Program, an initiative aimed at recruiting recent graduates or advanced students in Mining Engineering, Geology, Electromechanical Engineering, Metallurgy, and Chemistry, with no more than two years of experience in the sector.
Saracho, Newmont’s Mine Manager, is a graduate of UNCA’s Faculty of Technology and Applied Sciences and currently holds a leadership position at the Cerro Negro operation. The company emphasized that several professionals from Catamarca have distinguished themselves within its workforce, a factor that was instrumental in directing the search for new talent specifically toward the university.
Marcela Varela, Secretary of Extension and Outreach, noted that there had been previous experiences with students who are now working as professionals at the company, which is why the recruitment effort is focused on the Faculty of Technology and Applied Sciences, citing “the level of knowledge and quality training of its students and professionals.”
Representatives from the Mining Department also contributed a technical perspective, noting that students who have already completed Supervised Professional Internships in mining companies “possess experience and greater knowledge regarding the operation and adaptation to the industry.” These internships include approximately 200 hours of fieldwork.
The Young Professionals Program will last twelve months and will be conducted in person under a work schedule of four days at the mine site and three days in the town of Perito Moreno. In this first edition, ten positions will be offered, with activities expected to begin on July 10.
The program includes rotations through different departments, on-site training, and continuous mentoring, along with induction processes and participation in key operational activities. One of the program’s core themes will be a strong safety culture, together with a focus on inclusion, sustainability, and collaborative work.
Participants will receive medical coverage, accommodation and meals, a performance bonus, a fourteen-day mid-program break, and support during their residence in Perito Moreno.
The application requirements are specific: candidates must be willing to reside in Santa Cruz throughout the program, have no outstanding coursework or be close to completing their final project, possess a profile aligned with the program, and, if already graduated, have no more than two years of experience in the mining sector.
Those interested in applying can find more information and active job postings through Newmont Argentina’s official LinkedIn page, where requirements and selection process stages are published.
About Newmont
At the same time, the company is advancing the Cerro Negro Expansion 1 (CNE1) project, an investment of approximately US$800 million that will be executed over the next six years and includes more than thirty surface infrastructure and underground development projects.
The objective is to extend the mine’s operating life beyond 2035 and increase production levels beginning in 2028. The project is expected to generate approximately 270 new jobs during the execution phase, with a focus on local hiring and the participation of suppliers from Santa Cruz.
The Cerro Negro operation currently generates approximately 1,500 direct jobs and around 4,800 indirect jobs, with annual exports ranging between US$400 million and US$600 million.
Within this expansion scenario, the need to recruit and develop technical talent is not merely a corporate social responsibility initiative—it is an operational necessity. Rodrigo Caballero, the company’s Human Resources Director, summarized it clearly:
“Talent development is an essential part of our long-term vision. It is not only about investing in infrastructure, but also in the people who will sustain the operation’s growth in the years ahead.”
