Courtice, ON, CA Cambridge, ON, CA

Operating Sector:  Human Resources

Human Resource Business Partner

At Aecon, we’re building the future and our people are at the heart of everything we do. We're always looking for exceptional talent to work on our exciting and ever-expanding project portfolios. We are focused on being the #1 Canadian Infrastructure Company and the first choice employer in our industry.


Postition Overview
140+ years in the industry means Aecon’s roots in construction and infrastructure development run deep. We have earned the position of the preferred contractor to numerous public entities and Public-Private Partnerships (P3s) across Canada and abroad. Our Construction segment includes all aspects of the construction of both public and private infrastructure in the Civil, Urban Transportation, Nuclear, Utility, and Conventional Industrial sectors. We operate primarily in Canada but selectively pursue International initiatives.


Reporting to the Human Resources Director within the Nuclear Business Unit, the Human Resources Business Partner will be the single point of contact for all home office employees and be a key supporter of the Human Resources team that are assigned to the Joint Venture projects.This hands-on, dynamic generalist role will have a heavy emphasis on recruitment and will support all of the Nuclear project teams, all of the Managers and Employees and will be involved heavily with talent acquisition, training & development, employee engagement, workforce planning, talent development and management, and employee relations. 

Key Responsibilities

  • Recruitment and Selection
    • Conduct full life-cycle recruitment for hard to fill roles and critical roles across the organization. This includes sourcing, recruitment, reviewing resumes, conducting telephone screens, coordinating interviews, reference checks, and composing and extending job offers
    • Support spikes in recruitment activities by assisting in sourcing and screening candidates
    • Develop and improve sourcing strategies
    • Work as a consultant to hiring managers and project Human Resources teams to provide them updates on the labour market, candidate availability, sourcing methods, recruitment risks, and more
    • Assist in the development of job descriptions 
    • Guide candidates throughout the recruitment process
    • Partner with Human Resource colleagues to build brand-awareness
    • Identify opportunities for process-improvement
    • Responsible for critical recruitment reporting metrics 
    • Collaborate with hiring managers and HR Managers to develop and implement recruitment strategies 
    • Make recommendations on improvements to programs and processes based on feedback


  • Onboarding 
    • Conduct orientation for new employees 
    • Ensure that the employee is set up for their first day 
    • Conduct follow up session with new hires at 14 days, 30 days and 3 months 
    • Make recommendations and improve the onboarding experience for new hires 
    • Collaborate with HR colleagues across Aecon to consolidate data and improve onboarding across all of Aecon 


  • Workforce Planning 
    • Use the information from projects on forecasting talent needs
    • Facilitate movement and transfers of employees across projects 


  • 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 


  • 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 


  • 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 


  • 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


Required Knowledge and Experience

  • 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 5 years of experience in a progressive Human Resources 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 has every intention of fostering diversity within and across our organization. We welcome those who would contribute to the further diversification of our staff including, but not limited to, women, visible minorities, Indigenous people, persons with disabilities, and persons of any sexual orientation or gender identity.


If you require accommodation during any step of the application process please click here.