Human Resources Business Partner

Founded in 1974, Kenaidan continues to be a fixture as a dynamic construction firm dedicated to creating structures that will contribute to the well-being of our community and enhance the fabric of our communities for years to come. Our confidence in our expertise and passion for our work has allowed us to deliver an array of projects with unmatched precision, quality, and efficiency. From general contracting to construction management, we deploy a collaborative approach, embedding innovation and sustainability into every project.
Murphy operates in the United Kingdom, Ireland, Canada and America as a leading international specialist engineering and construction company. Founded in 1951, we are committed to improving life through delivering world‑class infrastructure, providing engineered solutions across transportation, natural resources, energy, and water sectors. With around 4,000 engineers, professional managers, and skilled operatives internationally, we work together as One Murphy to ensure project success.
We are a proud Equal Opportunity Employer, committed to providing employees’
work-life balance
with a
competitive compensation
package including:
-Top wages
-Benefit coverage for you and your dependents
-Employer RRSP contributions (no match required)
-Paid Time Off
We currently have an opening in
Toronto, ON
for a:
Human Resources Business ParterThe Human Resources Business Partner (HRBP) is responsible for delivering proactive human resources support throughout the project lifecycle, including workforce planning, recruitment, employee relations, talent development, performance management, compliance, culture, and employee engagement. As a trusted advisor to project leadership and a key liaison between the joint venture partner organizations, the HRBP helps ensure the project is staffed, compliant, productive, and aligned with organizational values while supporting a diverse workforce.
The Human Resources Business Partner will report operationally to project leadership for project priorities, delivery, and day‑to‑day support, while maintaining a functional reporting relationship with the HR leadership teams of the respective parent companies. This dual reporting structure ensures that employee lifecycle activities, employee relations matters, compliance requirements, and employee changes are managed consistently and in alignment with the policies, practices, and standards of the applicable parent company.
How will you contribute to the team?
-Act as the primary HR advisor to the leadership team.
-Participate in project leadership meetings and provide guidance on workforce trends, risks, and organizational effectiveness.
-Align people strategies with project objectives, schedules, productivity requirements, and contractual obligations.
-Identify workforce‑related risks and develop mitigation strategies.
-Support change management initiatives arising from project growth, restructuring, schedule changes, or client requirements.
-Work with HR teams from partner companies to identify appropriate systems and processes that can be utilized for the project.
-Develop and execute workforce plans to support project mobilization, peak construction activities, and project closeout.
-Forecast staffing requirements based on project schedules.
-Collaborate with Talent Acquisition to support hiring, onboarding, and workforce ramp‑up activities.
-Monitor hiring progress and workforce availability against project milestones.
-Support workforce mobility and internal talent deployment across projects.
-Work with project partner HR Teams to determine best approach to address employee relations matters, performance issues, attendance concerns, and workplace investigations.
-Promote positive working relationships and a respectful workplace culture.
-Coach project leaders on performance management, employee development, conflict resolution, and leadership effectiveness.
-Support annual performance review processes.
-Assist managers in addressing performance concerns and implementing corrective actions in conjunction with project partner human resources teams.
-Promote consistency and fairness in people management practices across the project.
-Develop and implement employee engagement initiatives to improve retention and morale.
-Support recognition programs that reinforce project values and behaviours.
-Facilitate onboarding and integration programs for new employees.
-Champion diversity, inclusion, and belonging initiatives across the project workforce.
-Ensure that project portal is updated on a regular basis to reflect project news, employee events, HR initiatives etc.
-Monitor project staffing metrics and key workforce indicators, including headcount, turnover, absenteeism, training compliance, and workforce diversity metrics.
-Prepare workforce reports and presentations for project and executive leadership.
-Ensure compliance with various employment laws and regulations in Ontario.
-Support audits and compliance reviews.
-Maintain confidentiality of employee and business information.
-Ensure that project specific training requirements are met.-Support succession planning for key project leadership positions.
Education and Experience:
-University degree in Human Resources, Business Administration, Industrial Relations, or related discipline.
-Full clean driving license.
-5-8 years of progressive Human Resources experience.
-Prior experience supporting construction, engineering, infrastructure, industrial, or project‑based environments.
-Strong Experience in employee relations, workforce planning and talent management.
-Ability to influence senior leaders and drive organizational change.
-Knowledge of Ontario employment legislation.
-Strong analytical and problem‑solving skills.
-Demonstrated ability to handle sensitive and confidential information.
-Strong organizational and project management skills.
-Exceptional communication and stakeholder management skills.
-Experience supporting large, complex construction projects exceeding $250M in value is desirable.
Salary Range:Between $115,000 to $135,000 depending on experience.
Kenaidan:
LinkedIn, Instagram,
Murphy:
LinkedIn, Instagram.
We are an inclusive and equal opportunity employer committed to providing diversity and accommodation for applicants upon request in accordance with the Accessibility for Ontarians with Disabilities Act (AODA).
The KMJV does not accept resumes from recruitment agencies, employment services or head hunters that are not in a formal contractual arrangement with us. Any resume or other information received from an agency not approved by us will be considered unsolicited and will not be considered. We will not pay any referral, placement or other fee for the supply of such unsolicited resumes or information.
We thank all candidates who apply, however, only those selected for an interview will be contacted.
#J-18808-Ljbffr