Business Partner, Human Resources

**Build Your Career at Aecon**

Aecon is proud to build some of the most impactful infrastructure projects of this generation. From the roads and transit systems that connect our communities, to the communication networks that link us from coast-to-coast, and the water infrastructure that supplies our businesses and homes. Our integral work includes constructing the pipelines that join provinces with the energy that fuels the nation, and the airports and ports that connect us all. Aecon is there, safely and sustainably building the future.

**Position Overview**
Bringing seamless solutions to key clients through operational excellence and reliability. With the ability to self-perform across our diverse business offering, and a strategic fabrication network, Aecon Industrial proactively and profitably manages projects across a diverse range of industrial business areas. (Renewable Energy, Natural Gas Distribution, Oil and Gas, Water, Mining, Cogeneration Energy, Chemical etc).

Our Nuclear sector is looking for a Human Resources Business Partner to join the team The HRBP 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 and Talent Acquisition team to define (new) role requirements, advise clients on existing role requirements, approve role profiles as required, and conduct job analysis
- Provide strategic workforce planning support, when applicable
- Interview alongside hiring managers, as required.
- 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(Short Term Incentive Plan) 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**:

- Work with disability claims team to manage claims from start to end
- 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, produce final report drafts for approval by Director, and deal with grievances as required
- 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, 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