Business Partner, Human Resources

What is the Opportunity?

Safer. Faster. Smarter. This is how Aecon Utilities is committed to delivering projects. Aecon Utilities is a leading North American utility infrastructure provider with a strong track record delivering safe, reliable and innovative solutions across electrical, telecommunications, pipeline distribution and renewable energy markets. With operations across North America, Aecon Utilities supports critical utility infrastructure that powers and keeps communities connected. Guided by our core value of Safety Always, we partner with clients to build the infrastructure that powers the future.

The Human Resources Business Partner (HRBP) serves as a trusted advisor, providing strategic and operational HR guidance across Canada and the United States on workforce planning, employee relations, organizational effectiveness, and employment-related matters. This role independently manages priorities and navigates complex issues by quickly understanding new concepts, assessing risk, and breaking down challenges into practical, actionable solutions.

The HRBP is a skilled communicator who effectively influences stakeholders, coaches leaders, and facilitates difficult conversations across all levels of the organization. Operating in a fast-paced environment, the successful candidate demonstrates resilience, sound judgment, and the ability to remain focused and effective under pressure while supporting teams through change and adversity. Through strong business partnership and problem-solving capabilities, the HRBP helps drive people strategies that support organizational performance and growth.

What You’ll Do Here:

Talent Acquisition

• Collaborate with business leaders to assess workforce needs, define new and replacement roles, advise on job design and role requirements, develop role profiles, and conduct job and compensation analyses to support organizational effectiveness
• Provide strategic workforce planning support, including headcount forecasting, resource planning, and organizational design recommendations to meet current and future business needs
• Facilitate internal talent movement to align with evolving operational needs and organizational changes

Total Rewards

• Conduct compensation analyses for new hires, promotions, transfers, and other workforce changes, providing recommendations to business leaders
• Lead annual compensation review activities, including base pay reviews, STIP administration, and employee communications
• Partner with business leaders to develop business cases supporting compensation-related salary adjustments
• Support compensation benchmarking initiatives through data analysis and market review activities

Learning & Development

• Identify organizational training needs and partner with learning teams to support development initiatives
• Identify, curate, and recommend learning and development solutions aligned with business and talent needs
• Conduct talent assessments and identify high-potential employees for succession planning and leadership development programs

Talent Management

• Drive performance management and employee development initiatives
• Advise leaders on talent, performance, and organizational effectiveness
• Lead talent and capability reviews to support workforce planning and development
• Identify capability gaps and implement targeted development solutions
• Support succession planning and high-potential talent development

Workforce Analytics & Technology

• Ensure HR data integrity through audit oversight and payroll-related quality controls
• Leverage HR systems expertise to provide timely guidance and support to leaders and employees
• Deliver HR metrics, insights, and ad hoc reporting to support business decision-making

Employee Relations

• Provide strategic employee relations guidance, resolving workplace issues and mitigating organizational risk
• Partner with leaders to drive effective communication, engagement, and positive employee relations
• Lead workplace investigations, grievance resolution, and performance management processes, including corrective action and PIPs
• Coach leaders on employee relations, performance management, talent development, and policy interpretation
• Advise business leaders on workforce matters, including organizational changes, talent decisions, and employment-related risks
• Support employee lifecycle activities, including promotions, transfers, relocations, workforce reductions, and terminations

Disability Management

• Advise employees and leaders on disability management programs, policies, and benefit entitlements
• Oversee disability and leave-related cases, providing guidance, updates, and recommendations to business leaders
• Partner with leaders, employees, and internal stakeholders to coordinate return-to-work and accommodation plans
• Support safe, sustainable return-to-work outcomes while ensuring compliance with applicable legislation and company policies

HR Team Support

• Provide day-to-day leadership, coaching, and mentorship to HR and TA team members, supporting their growth and development
• Build team capability to deliver effective support on HR programs, policies, benefits, payroll, and employee inquiries

HR Programs

• Lead and support the implementation of sectoral HR initiatives and programs
• Partner on the design, execution, and continuous improvement of strategic HR programs and processes

What You Bring to the Team:

• 8+ years of progressive Human Resources experience, including at least 5 years in an HR Business Partner role supporting complex, multi-site operations
• Demonstrated experience supporting both Canada and U.S.-based employees and leaders, with strong knowledge of Canadian and U.S. employment laws and HR practices
• Post-secondary education in Human Resources, Business Administration, Industrial Relations, Organizational Psychology, Labour Relations, or a related field
• CHRL designation (Canada) or equivalent U.S. certification (e.g., SHRM-SCP, SPHR) is preferred
• Strong business acumen and expertise across core HR disciplines
• Proven ability to influence, coach, and build trusted partnerships with leaders and employees at all levels of the organization
• Demonstrated critical thinking, sound judgment, and problem-solving skills, with the ability to balance employee and business needs
• High degree of professionalism, discretion, and integrity in managing sensitive and confidential matters
• Proactive, adaptable, and results-oriented, with the ability to effectively manage competing priorities in a fast-paced environment
• Strong communication and relationship-building skills, with the ability to navigate complex stakeholder groups and drive positive outcomes
• Proficiency with Microsoft Office applications; experience with SAP, SuccessFactors or other HRIS/ERP systems is considered an asset
• Willingness and ability to travel regularly to construction sites, project locations, remote offices, and client groups across North America
• Bilingualism in English and Spanish and/or French is considered a strong asset

Reason for Vacancy: New

The expected pay range for this role is $85,000 - $105,000 per year

Individual pay is determined based on several factors, including work location, education, experience, unique skills and job conditions. Other considerations may include certifications, specialized training, and the complexity or scope of the role.