Business Partner, Human Resources

AECON•Charlotte, NC

About The Position

Aecon Energy Group Inc. is a provider of construction, engineering, maintenance, and workforce solutions supporting commercial nuclear power generation, Department of Energy facilities, federal projects, and critical infrastructure throughout North America. The Human Resources Business Partner (HRBP) is a strategic and operational partner to business leaders and employees across Aecon Energy Group’s growing operations. Reporting to the Human Resources Manager, the HRBP supports the full employee lifecycle, including employee relations, investigations, onboarding and offboarding, workforce planning, employee engagement, performance management, leadership coaching, organizational development, and compliance. The position operates in a fast-paced environment and balances organizational objectives with employee needs. The role partners with operational leaders on workforce growth, organizational effectiveness, succession planning, retention, recruitment, compensation and benefits, talent management, and change management. It also supports corporate HR programs, policies, processes, and service delivery, while collaborating with HR leadership and team members. Direct or indirect supervision of HR staff, coordinators, interns, or administrative personnel may be assigned.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Management, Organizational Development, or a comparable field.
At least five years of progressive Human Resources experience.
Demonstrated experience conducting employee relations investigations and resolving complex workplace concerns.
Experience supporting performance management, workforce planning, talent management, and organizational development initiatives.
Strong working knowledge of federal and state employment laws and HR best practices.
Advanced proficiency with Microsoft Excel, Word, PowerPoint, Outlook, Teams, and other Microsoft Office applications.
Strong analytical skills, including the ability to interpret workforce data and develop actionable recommendations.
Excellent written and verbal communication skills and the ability to influence and interact effectively at all organizational levels.
Ability to build credibility and trusted partnerships with leaders and employees.
Ability to remain professional, composed, and effective while managing sensitive employee matters and high-pressure situations.
Strong conflict resolution, problem-solving, and decision-making abilities.
Ability to manage multiple priorities in a fast-paced and rapidly growing environment.
Experience utilizing HRIS systems, reporting tools, and data analytics.
Ability to maintain confidentiality and exercise sound judgment in handling sensitive information.

Nice To Haves

Human Resources experience in construction, engineering, energy, industrial, federal contracting, or related industries.
Prior supervisory or leadership experience.
Experience supporting multi-state employee populations.
Experience supporting commercial construction, industrial, energy, nuclear, or federal contracting operations.

Responsibilities

Serve as the primary HR partner for assigned business units and operational leaders.
Partner with leaders on workforce growth, organizational effectiveness, succession planning, and retention initiatives.
Provide strategic guidance on employee relations, talent management, performance management, and organizational development.
Develop and maintain HR metrics, dashboards, and reporting tools to support workforce planning and business decisions.
Build relationships with employees and leaders across all organizational levels.
Partner with hiring managers to identify staffing needs and develop recruitment strategies.
Advise managers on position requirements, job descriptions, candidate qualifications, and hiring recommendations.
Participate in interviews and candidate assessments as needed.
Support onboarding and orientation activities.
Support compensation analysis, market pricing, internal equity reviews, and organizational structure assessments.
Provide guidance on company benefit programs and employee inquiries.
Partner with HR leadership regarding leave administration, accommodations, and related employee matters.
Conduct employee relations investigations and workplace assessments.
Manage employee concerns and complaints in a timely, professional, and confidential manner.
Partner with managers to resolve workplace conflicts and performance concerns.
Coach and guide managers on corrective action, performance improvement plans, and progressive discipline.
Ensure consistent interpretation and application of company policies and procedures.
Support employment actions, including promotions, transfers, demotions, restructures, reductions in force, and terminations.
Support performance management processes, goal development, and employee development planning.
Partner with leaders to identify high-potential talent and succession planning opportunities.
Identify training and development needs and coordinate learning opportunities.
Support employee engagement initiatives and retention strategies.
Assist with implementation of corporate HR initiatives, programs, and policies.
Recommend process improvements and best practices to enhance HR service delivery.
Support change management efforts related to organizational growth and business transformation.
Collaborate with HR leadership and HR team members to consistently execute HR programs and initiatives.
Serve as a trusted advisor to leadership on people-related matters.
Directly or indirectly supervise HR staff, coordinators, interns, or administrative personnel as assigned.
Provide coaching, mentoring, and development support to team members.