Human Resources Business Partner


Aecon Construction Group Inc. is the largest publicly traded construction and infrastructure development company in Canada. Aecon’s expertise covers the full range of services, including design and construction, financing, operating, procurement, and project management. Aecon Group and its predecessor companies have helped build many of Canada's most famous infrastructure landmarks, including the CN Tower, St. Lawrence Seaway, Highway 407 Express Toll Route, Vancouver Sky Train, and the Montreal-Trudeau International Airport, among others.   Aecon Group Inc. is an industry-leading construction and infrastructure development company at the forefront of our economy’s strongest growth sectors. Aecon and its subsidiaries provide services to private and public sector clients throughout Canada and on a selected basis internationally.  


Reporting to the Human Resources Director, the Human Resources Business Partner plays an essential role in all areas of Human Resources Management, specifically in the areas of recruitment and selection, performance management, employee relations, training and development and business partnership. This dynamic role is focused on providing consultation to the business on strategic planning and employment related issues, while developing and managing human resources programs and procedures. This is a unique opportunity to join a high-performance HR team at Canada’s premiere construction company.


Recruitment & Selection

  • Work with business leaders to define 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
  • Support the LMIA application process as required
  • Facilitate recruitment process and conduct interviews alongside hiring managers
  • Facilitate movement of talent (people) within the organization based on operational needs
  • Coordinate reference checks for potential candidates
  • Prepare all recruitment related and new hire paperwork (e.g. hiring requisitions, offer letters)

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 salary increases 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 initiative

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




  • Ability to sit for prolonged periods of time
  • Ability to work in a fast-paced, results driven environment


Aecon offers the opportunity to work on challenging, high profile projects and provides competitive compensation and benefits.  


Aecon is an equal opportunity employer.  


Aecon accommodates. Upon request, Aecon accommodates candidates with disabilities throughout the hiring process.  

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