Business Partner, Human Resources

Aecon • Toronto, ON

9d • CA$85,000 - CA$105,000 • Hybrid

About The Position

The Human Resources Business Partner (HRBP) serves as a trusted advisor, providing strategic and operational HR guidance across Canada and the United States on workforce planning, employee relations, organizational effectiveness, and employment-related matters. This role independently manages priorities and navigates complex issues by quickly understanding new concepts, assessing risk, and breaking down challenges into practical, actionable solutions. The HRBP is a skilled communicator who effectively influences stakeholders, coaches leaders, and facilitates difficult conversations across all levels of the organization. Operating in a fast-paced environment, the successful candidate demonstrates resilience, sound judgment, and the ability to remain focused and effective under pressure while supporting teams through change and adversity. Through strong business partnership and problem-solving capabilities, the HRBP helps drive people strategies that support organizational performance and growth.

Requirements

• 8+ years of progressive Human Resources experience, including at least 5 years in an HR Business Partner role supporting complex, multi-site operations
• Demonstrated experience supporting both Canada and U.S.-based employees and leaders, with strong knowledge of Canadian and U.S. employment laws and HR practices
• Post-secondary education in Human Resources, Business Administration, Industrial Relations, Organizational Psychology, Labour Relations, or a related field
• Strong business acumen and expertise across core HR disciplines
• Proven ability to influence, coach, and build trusted partnerships with leaders and employees at all levels of the organization
• Demonstrated critical thinking, sound judgment, and problem-solving skills, with the ability to balance employee and business needs
• High degree of professionalism, discretion, and integrity in managing sensitive and confidential matters
• Proactive, adaptable, and results-oriented, with the ability to effectively manage competing priorities in a fast-paced environment
• Strong communication and relationship-building skills, with the ability to navigate complex stakeholder groups and drive positive outcomes
• Proficiency with Microsoft Office applications
• Willingness and ability to travel regularly to construction sites, project locations, remote offices, and client groups across North America

Nice To Haves

• CHRL designation (Canada) or equivalent U.S. certification (e.g., SHRM-SCP, SPHR) is preferred
• experience with SAP, SuccessFactors or other HRIS/ERP systems is considered an asset
• Bilingualism in English and Spanish and/or French is considered a strong asset

Responsibilities

• Collaborate with business leaders to assess workforce needs, define new and replacement roles, advise on job design and role requirements, develop role profiles, and conduct job and compensation analyses to support organizational effectiveness
• Provide strategic workforce planning support, including headcount forecasting, resource planning, and organizational design recommendations to meet current and future business needs
• Facilitate internal talent movement to align with evolving operational needs and organizational changes
• Conduct compensation analyses for new hires, promotions, transfers, and other workforce changes, providing recommendations to business leaders
• Lead annual compensation review activities, including base pay reviews, STIP administration, and employee communications
• Partner with business leaders to develop business cases supporting compensation-related salary adjustments
• Support compensation benchmarking initiatives through data analysis and market review activities
• Identify organizational training needs and partner with learning teams to support development initiatives
• Identify, curate, and recommend learning and development solutions aligned with business and talent needs
• Conduct talent assessments and identify high-potential employees for succession planning and leadership development programs
• Drive performance management and employee development initiatives
• Advise leaders on talent, performance, and organizational effectiveness
• Lead talent and capability reviews to support workforce planning and development
• Identify capability gaps and implement targeted development solutions
• Support succession planning and high-potential talent development
• Ensure HR data integrity through audit oversight and payroll-related quality controls
• Leverage HR systems expertise to provide timely guidance and support to leaders and employees
• Deliver HR metrics, insights, and ad hoc reporting to support business decision-making
• Provide strategic employee relations guidance, resolving workplace issues and mitigating organizational risk
• Partner with leaders to drive effective communication, engagement, and positive employee relations
• Lead workplace investigations, grievance resolution, and performance management processes, including corrective action and PIPs
• Coach leaders on employee relations, performance management, talent development, and policy interpretation
• Advise business leaders on workforce matters, including organizational changes, talent decisions, and employment-related risks
• Support employee lifecycle activities, including promotions, transfers, relocations, workforce reductions, and terminations
• Advise employees and leaders on disability management programs, policies, and benefit entitlements
• Oversee disability and leave-related cases, providing guidance, updates, and recommendations to business leaders
• Partner with leaders, employees, and internal stakeholders to coordinate return-to-work and accommodation plans
• Support safe, sustainable return-to-work outcomes while ensuring compliance with applicable legislation and company policies
• Provide day-to-day leadership, coaching, and mentorship to HR and TA team members, supporting their growth and development
• Build team capability to deliver effective support on HR programs, policies, benefits, payroll, and employee inquiries
• Lead and support the implementation of sectoral HR initiatives and programs
• Partner on the design, execution, and continuous improvement of strategic HR programs and processes

Benefits

• Ensure you and your family receive the services and benefits needed to support your mental, emotional, and physical well-being.
• Are intentional when it comes to investing in your development. We help you build your career and advance your skills through our Aecon University, tuition reimbursement, and Leadership Programs.
• Are committed to creating work environments focused on mutual respect, teamwork, collaboration, and new ideas, through meaningful initiatives, training, partnerships with Veteran groups, our Aecon Women in Trades and diversity programs, as well as our Employee Resource Groups (ERGs), to ensure we are building with top talent and harnessing our collective strengths within every aspect of our culture.
• Operate responsibly by managing risk, safety, and environmental considerations across all our projects and surrounding communities.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: Associate degree