Business Partner, Human Resources

Come Build Your Career at Aecon!

Aecon delivers some of the most complex and impactful infrastructure — from transformative transportation networks to critical energy, industrial and nuclear programs. The projects we build connect communities and power future generations. With deep roots in North America and a strong footprint internationally, Aecon brings global expertise and proudly serves public and private sector clients through its Construction and Concessions segment.

is not only our #1 core value – it is the standard that anchors our culture. We believe the most ambitious projects deserve the most committed people. At Aecon, you won’t just build your career — you’ll help build what matters to enable future generations to thrive.

At Aecon, you can count on:

• Safety Always. Our number one core value. The safety of our people, projects, partners, and stakeholders is our priority focus – today and always.
• Integrity. We lead by example, with humility and courage.
• Accountability. We’re passionate about delivering on our commitments.
• Inclusion. We provide opportunities where people feel valued, supported, and empowered to contribute fully.

We deliver infrastructure with purpose, and our are at the heart of everything we do. Aecon employees are incredibly proud to build some of the most impactful infrastructure of this generation – we call it Aecon Proud.

At Aecon we:

• Ensure you and your family receive the services and benefits needed to support your mental, emotional, and physical well-being.
• Are intentional when it comes to investing in your development. We help you build your career and advance your skills through our Aecon University, tuition reimbursement, and Leadership Programs.
• Are committed to creating work environments focused on mutual respect, teamwork, collaboration, and new ideas, through meaningful initiatives, training, partnerships with Veteran groups, our Aecon Women in Trades and diversity programs, as well as our Employee Resource Groups (ERGs), to ensure we are building with top talent and harnessing our collective strengths within every aspect of our culture.
• Operate responsibly by managing risk, safety, and environmental considerations across all our projects and surrounding communities.

Our success is built on the passion, expertise, and dedication of our people. Together, we embrace strong execution, innovation, and — values that come to life through the unique talents and collaborative spirit of every team member. If you’re inspired to make a difference through future-building projects, join our best-in-class team.

What You'll Do Here:

Recruitment & Selection

• Work with business to define (new) role requirements, advise clients on existing role requirements, develop role profiles as required, and conduct job analysis
• Provide headcount projection and strategic workforce planning support, when applicable
• Support the LMIA application process as required
• Supporting the Talent Acquisition team and facilitate recruitment process within the recruitment process
• Facilitate movement of people talent within the organization based on operational changes and needs

Compensation & Benefits

• Complete compensation analysis for workforce transitions and present recommendations to the business leaders (ex. new hires, promotions, transfers)
• Participate in year-end compensation review exercise for applicable client groups, including base pay review and STIP (Short Term Incentive Plan) administration, and distribution of employee letters
• Provide STIP level change recommendations to management team where applicable
• Work with business leadership team in constructing business cases when submitting “specials” for salary increase as applicable
• Support compensation survey participation for the line of business (i.e. summarizing data, reviewing submissions for relevance, etc.)

Disability Management

• Management of disability claims from initial start of employee’s leave to his/her return
• Liaison with the benefit provider case managers to ensure timely response and updates on employees claim status and potential return to work
• Educate the employee on the process, benefit entitlements and maintain regular communication
• Educate the business leaders on the disability program and policies
• Update the business leaders on open cases and provide recommendations on potential next steps
• Coordinate the employee’s return to work plan, including any accommodations that must be met

Employee Relations

• Effective situation/conflict management, working closely with managers to ensure employee relations issues are handled professionally and timely and to minimize risks to the business
• Proactive outreach on HR communications (ex. supporting town halls, leadership/operational team meetings, etc.) to improve the employer-employee relationship
• Conduct investigations and deal with grievances when appropriate
• Provide advice, council, support and coach managers and employees as required
• Coach managers and employees on performance management, including company performance reviews and Individual Development Plans (IDP)
• Performance Improvement Plan (PIP) support and preparation, applying progressive discipline principles as appropriate
• Provide guidance, direction and advice to the Management team and employees regarding employment related issues including, but not limited to, the interpretation of company policies & procedures, recruitment & selection strategy, performance management, terminations, strategic planning, training & development and benefits administration
• Work closely with applicable client groups to facilitate promotions, demotions, transfers, relocations, retirements, and terminations in a professional manner. Ensuring balance between organizational and employee needs
• Conduct layoffs/terminations as required, work with terminated employees during negotiations if applicable

Talent Management

• Support managers and employees with performance management and objective setting throughout the year
• Provide advice, council and feedback on performance management strategy, ensuring business needs and individual objectives are linked
• Facilitate training or in-house learning sessions for managers and employees as required
• Facilitate Talent Reviews (9-box) / Capability Reviews and ensure appropriate follow up on actions
• Ensure training needs for the business are evaluated and appropriate training selected & rolled out
• Support succession management initiatives

Corporate Programs

• Support the roll-out of various corporate initiatives as required
• Take part in new/developing HR initiatives as required (ex. Performance Management Team)
• Oversee Employee Recognition programs – Service Awards, Aecon Awards
• Support the taxable benefit program

HR Team Management

• Support and oversee the daily direction of the HR Administrator (play key mentorship role to less experienced team members)
• Work with administrators to ensure they can address employee inquiries regarding company benefit programs and services, payroll inquiries, etc

HR Metrics & System Utilization

• Oversee audits to ensure the accuracy of employment information submitted to payroll and processed in the system
• Navigate through SAP effectively to provide timely support to managers/employees
• Complete ad hoc reports as requested
• Train others / aid others as required on how to navigate through systems (ex. SAP, ESS, MSS)

Training & Development

• Collect feedback on training needs and provide feedback to the training & development team for coordination
• Promote the various internal training resources available to managers and employees
• Conduct talent assessments and identify next leaders and high performers (HIPOs) for nomination-based training such as Aecon's Next Generations

Governance

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• Supports governance initiatives, including the 1% training levy, the maintenance of the francization certificate, and federal investigations related to recruitment and compensation.

What You Bring to the Team:

• Fully bilingual (French and English), with strong written and spoken French proficiency - A strong command of English is essential due to ongoing collaboration with the Toronto head office, while French proficiency is necessary to effectively serve and support French-speaking teams in Quebec.
• Post-secondary school education in Human Resources Management or Business Administration
• Working towards the CHRL designation, or completed CHRL designation is an asset
• A minimum of 3 years of experience in a HR Business Partner role
• Excellent computer skills including proficiency in MS Office (Outlook, Excel, Word, PowerPoint, etc.)
• Previous ERP experience, in particular working experience with SAP considered an asset
• Ability to handle confidential information with integrity and professionalism
• Ability to solve problems moderately complex in nature and make routine recommendations;
• Ability to work proactively and positively as part of a team acting with a sense of urgency;
• Great customer service focus;
• Solid working knowledge of the major elements of Human Resources and its systems and processes;
• Ability to liaise and form positive relationships with all levels of employees and management