Human Resources Business Partner

Aecon Group

What is the Opportunity?

Aecon Energy Group Inc. is a leading provider of construction, engineering, maintenance, and workforce solutions supporting commercial nuclear power generation, Department of Energy (DOE) facilities, federal projects, and critical infrastructure throughout North America. Through a commitment to safety, quality, innovation, and operational excellence, Aecon Energy Group continues to experience significant growth across its commercial and federal business sectors.

Reporting to the Human Resources Manager, the Human Resources Business Partner (HRBP) serves as a strategic and operational partner to business leaders and employees throughout Aecon Energy Group's growing operations.

This hands-on, dynamic role supports the full employee lifecycle, providing guidance and expertise in employee relations, investigations, onboarding, offboarding, workforce planning, employee engagement, performance management, leadership coaching, organizational development, and compliance. The HRBP is expected to operate effectively in a fast-paced environment, supporting a rapidly growing business while balancing organizational objectives with employee needs.

What You'll Do Here:

Business Partnership

• Serve as the primary HR partner for assigned business units and operational leaders.
• Partner with leadership to support 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 decision-making.
• Build strong relationships with employees and leaders across all levels of the organization.

Recruitment

• Partner with hiring managers to identify staffing needs and develop effective 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 to ensure a successful employee experience.

Compensation & Benefits

• Support compensation analysis, market pricing, internal equity reviews, and organizational structure assessments.
• Provide guidance regarding company benefit programs and employee inquiries.
• Partner with HR leadership regarding leave administration, accommodations, and related employee matters.

Employee Relations

• 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.
• Provide coaching and guidance regarding 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.

Talent Management

• Support performance management processes, goal development, and employee development planning.
• Partner with leaders to identify high-potential talent and succession planning opportunities.
• Assist in identifying training and development needs and coordinate learning opportunities.
• Support employee engagement initiatives and retention strategies.

Programs

• 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 associated with organizational growth and business transformation.

HR Team Support

• Collaborate effectively with HR leadership and HR team members to ensure consistent execution of HR programs and initiatives.
• Serve as a trusted advisor to leadership on people-related matters.

Supervisory Responsibilities

• Directly or indirectly supervise HR staff, coordinators, interns, or administrative personnel as assigned.
• Provide coaching, mentoring, and development support to team members.
• Prior supervisory or leadership experience is an asset