How are MEP consultants EDC Engineers preparing the future leaders of the construction industry for Modern Methods of Construction?
Cork-based engineers EDC lead on ambitious building projects. The firm offers Mechanical, Electrical, and Plumbing (MEP) services, with a dedication to using cutting-edge digital design technologies to deliver excellence. EDC is also embracing Modern Methods of Construction (MMC) as part of a strategy to ready the future leaders of EDC for the opportunities awaiting the construction industry.
Given the trade expertise required to perform mechanical installation, electrical work, and plumbing on construction projects, this is often outsourced to specialised ‘MEP’ engineering firms. Traditionally, MEP engineers were required to travel extensively between construction sites, with the design of MEP systems taking place in an office. This dynamic often made translating designs to reality time-consuming and complex.
In the case of Modern Methods of Construction (MMC), particularly modular building projects, installers fit MEP utilities to partially or fully fabricated modules. Design work takes place at the same site, with digital technologies making it seamless for multiple people to access designs and adjust specifications simultaneously. MEP services remain key to projects, onsite or off-site – MMC simply moves where the work happens.
EDC Engineers exemplifies this modern approach to MEP services. Founded in 2003, the firm has grown from a small team in Cork to employ 100+ MEP engineers and BIM professionals in offices spanning Dublin, Limerick, Galway, London, and Istanbul.
Jeffrey Stanford, Mechanical Engineer at EDC, says that this growth over two decades comes down to EDC’s focus on embracing new knowledge and ways of working.
“We work with suppliers and manufacturers across all elements of construction project design and delivery. Because of that, our team are always learning new skills and perspectives on how to engineer holistic solutions for our clients.”
Mechanical Engineer at EDC
This focus on embracing new knowledge and ways of working extends naturally to how EDC invests in its people too. Bernie Burchill, Associate Director of HR, explains:
“Part of our journey towards operational excellence is continuous professional development [CPD]. We want every member of our team to stay ahead of the curve as the construction industry evolves.”
Associate Director of HR, EDC
To achieve this, EDC has built a dedicated Learning Management System (LMS) – a central hub for all training and upskilling across the business. The platform supports everything from technical development to onboarding, compliance, and professional skills training, making learning structured, scalable, and accessible to all.
Beyond formal programmes, employees gain extensive on-the-job learning and benefit from product demonstrations with suppliers. This blend of digital learning, practical experience, and shared expertise reflects EDC’s culture of continuous improvement.
It is a mindset that also sits at the heart of its People Experience Promise (PEP) and five core pillars. Together, these frameworks ensure EDC’s people have the knowledge, confidence, and opportunities to grow as the company continues to scale.
Bernie describes how the company’s approach to staff training has evolved over time:
“We had a simple Knowledge Database that gave access to external courses. But we saw the opportunity to include the excellent internal training our own engineers and designers were delivering. That led us to develop the LMS – a platform to coordinate our training and makes it easier to track, share, and build on. It also enables employees to learn on the move, with mobile accessibility and bite-sized learning designed to fit around busy project schedules.”
Associate Director of HR, EDC
She added:
“We now run CPD programmes weekly and encourage all staff to take part, with access to a huge suite of course options, including soft-skill modules on ownership and accountability, interpersonal effectiveness, stakeholder management, communication, and problem-solving.”
Associate Director of HR, EDC
Looking ahead, EDC plans to expand the LMS further with new resources such as an ‘MMC Playbook’. This will give engineers practical insight into Modern Methods of Construction and the digital technologies shaping the future of the industry.
The company’s Leadership Development Programmes (NFQ Levels 7 and 8) are another key pillar of its growth strategy. The courses are designed to develop the leadership capabilities needed to scale sustainably and meet increasing project demands. Jeffrey says the initiative has real impact:
“EDC is rolling out training in leadership development for its senior engineers. For me, this is a great chance to learn techniques for training new engineers joining the company, and for better communicating with other senior leaders.”
Associate Director of HR, EDC
Bernie added:
“Our growth strategy depends on developing the talent we already have. With the shortage of skilled resources in the industry, we’re focused on ‘growing our own’ future leaders. The Level 7 and 8 Leadership Development Programmes—developed in partnership with UCC and PDI Consultants—are designed to support that, equipping our people with both the technical and human skills they need to lead. Together with our LMS and PEP, these initiatives make our growth scalable, sustainable, and people-driven.”
Associate Director of HR, EDC
By investing in systems that connect learning, performance, and leadership, EDC is creating a pipeline of skilled professionals ready to meet the challenges of a changing construction landscape. From technical excellence to modern leadership, EDC’s approach ensures that growth and capability go hand in hand.
With EDC preparing future construction leaders to embrace the opportunities that MMC will bring, how have Bernie and Jeffrey upskilled in the industry themselves?
For Bernie, the move to EDC was driven by a desire to work for a company where she could make a more direct impact. After more than 20 years’ experience in multinationals in the oil and pharmaceutical sectors, she was ready for a change.
“I wanted to join an Irish company where I could make a greater impact and work in an environment that was more agile and people focused. EDC’s flexible approach to work fitted perfectly with my family life at the time, and I’ve been able to contribute meaningfully as the company has grown.”
Associate Director of HR, EDC
Since joining, Bernie has played a key role in shaping EDC’s people strategy and culture, culminating in her appointment as EDC’s first non-technical Associate Director in 2023. It’s both a reflection of her own contribution and a testament to EDC’s commitment to its people, recognising that leadership, innovation, and growth are driven by a people-centric approach across every part of the organisation.
Meanwhile, Jeffrey's move to EDC comes following a varied career. Starting out 12 years’ ago as a Mechanical Design Engineer in his home state of Maryland in the United States, Jeffrey stepped away from engineering for a period to pursue a counselling role. Inspired in 2019 to learn more about psychotherapy, he moved to Ireland to study at the Irish College of Humanities & Applied Sciences in Co. Limerick. While studying (and becoming certified in Lean Six Sigma) Jeffrey returned to engineering with EDC.
“The opportunity to join EDC in 2021 was appealing due to the opportunities to work on local projects in Limerick, help grow the business, and be mentored by an excellent senior team.”
Mechanical Engineer at EDC
EDC is committed to developing talent across every part of the organisation. Through its LMS, thousands of hours of learning are available to all employees on topics ranging from engineering and design to project delivery and business operations. At the same time, senior professionals are supported to strengthen their leadership capability and prepare for an industry rapidly evolving through Modern Methods of Construction.
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