Business Partner, Human Resources

Come Build Your Career at Aecon!

As a Canadian leader in infrastructure development, Aecon is safely and sustainably building what matters for future generations to thrive! We lead some of the most impactful infrastructure projects of our generation, at the forefront of transformational change in transportation and energy, and partnering every day to build, connect, power, and strengthen our communities.

At Aecon, you can count on:

• Safety Always. Our number one core value. If we can’t do it safely, we don’t do it at all.
• Integrity. We lead by example, with humility and courage.
• Accountability. We’re passionate about delivering on our commitments.
• Inclusion. We provide equitable opportunities for everyone.

We lead the infrastructure industry with purpose, and our people are at the heart of everything we do. So, we invest in our people, just like they invest in us! 

At Aecon we:

• Ensure you and your family receive the services needed to support your mental, emotional, and physical well-being.
• Believe in helping you build your career through our Aecon University and Leadership Programs.
• Are committed to supporting and investing in inclusive work environments, through initiatives like Equity, Diversity & Inclusion training, our Aecon Women in Trades and Aecon Diversity in Trades programs , and our Employee Resource Groups (ERGs) to ensure we are building inclusion into every aspect of our culture at Aecon.
• Are a leader in sustainable construction . With a strong commitment to operating responsibly by minimizing our impact on the environment and surrounding communities.

Our business success relies on strong execution and continuous improvement – driven by the diversity, expertise and teamwork of our people. We’re always searching the globe for innovative, collaborative minds to join our best-in-class Aecon community!

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 

• 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
• 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

Aecon fosters diversity, inclusion and belonging within and across our organization. We welcome all to apply including, women, visible minorities, Indigenous peoples, persons with disabilities, and persons of any sexual orientation or gender identity.

We are committed to adhering to the objectives and requirements outlined in the Accessible Canada Act (ACA), and to meeting the accessibility needs of persons with disabilities in a timely manner. Through the implementation of the requirements of the ACA and its applicable regulations, appropriate accommodations will be provided upon request throughout the interview and hiring process.

As part of our commitment to fair and transparent hiring practices, Aecon may use artificial intelligence (AI) tools to assist in screening and reviewing candidates. These tools are applied responsibly and in accordance with applicable privacy laws and Aecon’s AI Usage Policy. All final decisions are made by qualified Aecon team members.