Human Resources Business Partner

Aecon • North York, ON

67d • CA$85,000 - CA$95,000

About The Position

Aecon is a market leader in delivering complex and impactful infrastructure projects. The Human Resources Business Partner will report to the HR Manager and will be responsible for day-to-day decision-making and prioritizing. This role focuses on providing strategic consultation to the business on planning and employment-related issues, while also developing and managing human resources programs and procedures for departmental development. The ideal candidate will be skilled in communication, able to inform, influence, and explain across various levels and audiences, and comfortable facilitating difficult conversations.

Requirements

• Post-secondary education in Human Resources Management or Business Administration
• 5+ years of experience in a progressive Human Resources role
• Excellent computer skills including proficiency in MS Office (Outlook, Excel, Word, PowerPoint, etc.)
• Ability to handle confidential information with integrity and professionalism
• Critical thinking to solve problems and make routine recommendations
• Work proactively and positively as part of a team acting with a sense of urgency
• 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

Nice To Haves

• Working towards the CHRL designation, or completed CHRL designation is an asset
• Previous ERP experience, in particular working experience with SAP considered an asset

Responsibilities

• Complete compensation analysis for workforce transitions and present recommendations to business leaders.
• Participate in year-end compensation review exercises, including base pay review and STIP administration.
• Provide STIP level change recommendations to the management team.
• Work with the business leadership team in constructing business cases for salary increases.
• Support compensation survey participation for the line of business.
• Educate employees on disability process and benefit entitlements, maintaining regular communication.
• Educate business leaders on the disability program and policies.
• Update business leaders on open disability cases and provide recommendations.
• Coordinate employee return-to-work plans, including accommodations.
• Manage employee relations issues, working closely with managers to ensure professional and timely handling.
• Conduct proactive HR communications to improve the employer-employee relationship.
• Conduct investigations and handle grievances when appropriate.
• Provide advice, counsel, support, and coaching to managers and employees.
• Coach managers and employees on performance management, including reviews and Individual Development Plans (IDPs).
• Support and prepare Performance Improvement Plans (PIPs), applying progressive discipline principles.
• Provide guidance and advice to the Management team and employees regarding employment-related issues, including policy interpretation, recruitment, performance management, terminations, strategic planning, training & development, and benefits administration.
• Facilitate promotions, demotions, transfers, relocations, retirements, and terminations in a professional manner.
• Conduct layoffs/terminations as required and work with terminated employees during negotiations if applicable.
• Support managers and employees with performance management and objective setting.
• Provide advice, counsel, and feedback on performance management strategy.
• Facilitate training or in-house learning sessions for managers and employees.
• Facilitate Talent Reviews (9-box) / Capability Reviews and ensure follow-up on actions.
• Ensure training needs are evaluated and appropriate training is selected and rolled out.
• Support succession management initiatives.
• Work with the business to define role requirements, advise clients on existing role requirements, develop role profiles, and conduct job analysis.
• Provide headcount projection and strategic workforce planning support.
• Facilitate the movement of talent within the organization based on operational changes and needs.
• Support the roll-out of various corporate initiatives.
• Take part in new/developing HR initiatives.
• Oversee Employee Recognition programs.
• Support the taxable benefit program.
• Support and oversee the daily direction of the HR Administrator, providing mentorship.
• Work with administrators to ensure they can address employee inquiries regarding benefits, payroll, etc.
• 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 on how to navigate through systems (e.g., SAP, ESS, MSS).
• Collect feedback on training needs and provide feedback to the training & development team.
• Promote internal training resources available to managers and employees.
• Conduct talent assessments and identify next leaders and high performers (HIPOs) for nomination-based training.

Benefits

• Services and benefits needed to support your mental, emotional, and physical well-being
• Investment in your development through Aecon University, tuition reimbursement, and Leadership Programs
• Work environments focused on mutual respect, teamwork, collaboration, and new ideas
• Meaningful initiatives, training, partnerships with Veteran groups, Aecon Women in Trades and diversity programs, and Employee Resource Groups (ERGs)
• Managing risk, safety, and environmental considerations across all our projects and surrounding communities

What This Job Offers

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