Business Partner, Human Resources

**Come Build Your Career at Aecon**

As a Canadian leader in infrastructure development, Aecon is safely and sustainably building what matters for future generations to thrive We lead some of the most impactful infrastructure projects of our generation, at the forefront of transformational change in transportation and energy, and partnering every day to build, connect, power, and strengthen our communities.

At Aecon, you can count on:

- **Safety First.** Our number one core value. If we can’t do it safely, we don’t do it at all.
- **Integrity.** We lead by example, with humility and courage.
- **Accountability.** We’re passionate about delivering on our commitments.
- **Inclusion. **We provide equitable opportunities for everyone.

We lead the infrastructure industry with purpose, and our people are at the heart of everything we do. So, we invest in our people, just like they invest in us

At Aecon we:

- Ensure you and your family receive the services needed to **support your mental, emotional, and physical well-being**:

- Believe in helping you build your career through our **Aecon University and Leadership Programs**:

- Are committed to supporting and investing in inclusive work environments, through initiatives like Equity, Diversity & Inclusion training, our **Aecon Women in Trades and Aecon Diversity in Trades programs**, and our **Employee Resource Groups (ERGs) **to ensure we are building inclusion into every aspect of our culture at Aecon.
- Are a **leader in sustainable construction**. With a strong commitment to operating responsibility by **minimizing our impact** on the environment and surrounding communities.

Our business success relies on strong execution and continuous improvement - driven by the diversity, expertise and teamwork of our people. We’re always searching the globe for innovative, collaborative minds to join our best-in-class Aecon community

**Position Overview**

Faster.Smarter.Safer. This is how Aecon is committed to delivering projects.

Reporting to the HR Director, the Human Resources Business Partner will be responsible for day-to-day decision making and prioritizing; with a focus on providing consultation to the business on strategic planning and employment related issues, while developing and managing human resources programs and procedures for departmental development. The Human Resources Business Partner will be skilled in communicating to inform, influence, and explain across a wide range of levels and audiences within the organization, and at times may facilitate difficult conversations.

**Key Responsibilities**
- Recruitment & Selection
- Work with business to define (new) 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, when applicable
- Facilitate movement of people talent within the organization based on operational changes and needs

**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**
- 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)
- 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, perform