Chargé(e) de gestion rh et planning H/F

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.

Safety Always. Inclusion. 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.
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!

The HR Director is accountable for leading the people, performance, and culture strategy for a large, complex, multi‑partner infrastructure project.

The role operates within a highly collaborative construction delivery model, setting direction, governance, and expectations across multiple participant organisations, while employees remain employed by their respective companies.

The role ensures the project has the leadership capability, behaviours, and performance discipline required to deliver on contractual commitments and best‑for‑project objectives.

Develop and lead the project’s People, Performance & Culture strategy
Ensure people practices support collaboration, transparency, and best for project decision ‑ making
Advise senior leadership on people risks, capability needs, and organisational health

# Align workforce planning to upcoming milestones, contractual obligations, and delivery risks
Drive early identification of capability gaps, resourcing risks, and role clarity issues
Ensure onboarding, performance expectations, ways of working, and governance are in place before they are needed, not after
Provide clear readiness assessments and recommendations to senior leadership to support informed decision‑making

# Provide project level input to leadership selection and critical role appointments
Ensure leadership resourcing follows agreed project principles and governance models
Support onboarding and integration of senior leaders and key roles
Actively challenge resourcing decisions that undermine collaboration or project outcomes

# Performance Management

Own the project performance management framework, aligned to contractual commitments and project objectives
Ensure performance is measured against project KPIs.
Partner with Participant HR teams to ensure performance actions are consistent, fair, and compliant
Support leadership teams in addressing systemic performance or behavioural issues

# Embed the project Charter, values, and behaviours into day‑to‑day operations
Employee Relations & Risk Management

Provide strategic guidance on sensitive or high‑risk people matters
Support Participant HR teams on complex employee relations issues
Identify and mitigate people‑related risks to safety, cost, schedule, or reputation

Senior HR leadership experience in major projects, infrastructure, or complex matrix organisations
Solid understanding of multi ‑ partner, joint ‑ venture, or alliance delivery models
Proven ability to influence and advise senior leaders without direct line authority
Deep expertise in performance management, leadership selection, and change management
High personal credibility, sound judgement, and executive ‑ level presence

This role follows a hybrid work model, combining in‑office collaboration and flexibility, with an expectation of four days per week in the office.
Other considerations may include certifications, specialized training, and the complexity or scope of the role.

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.