Manager, Human Resources

What is the Opportunity?

The Human Resources Manager, Utilities is a strategic HR business partner responsible for supporting and enabling the people priorities of Aecon’s Utilities business across Canada and the United States. Working closely with operational and functional leaders, senior HR leadership, Centres of Excellence, and Talent Acquisition, this role provides both strategic and hands-on HR leadership across employee relations, performance management, workforce planning, talent development, succession, organizational effectiveness, employee engagement, and HR compliance.

This role plays a critical part in translating business priorities into practical, high-impact people strategies that strengthen leadership capability, build workforce readiness, support operational performance, and enhance the employee experience. The Human Resources Manager acts as a trusted advisor to leaders, balancing business objectives, employee needs, policy requirements, and legislative obligations while promoting a culture of accountability, inclusion, collaboration, and continuous improvement.

In addition to providing day-to-day HR business partner support, the Human Resources Manager will lead and contribute to sector-wide HR initiatives that improve organizational effectiveness, drive consistency in HR practices, strengthen talent pipelines, and support the Utilities sector’s growth and transformation agenda.

What You'll Do Here:

Strategic HR Business Partnership

• Serve as a trusted advisor to operational and functional leaders, providing proactive HR guidance that supports business priorities, operational performance, and effective people leadership.
• Partner with leaders to understand workforce needs, organizational challenges, talent risks, and business objectives, translating these insights into practical HR strategies and solutions.
• Provide strategic and day-to-day support across the full employee lifecycle, including workforce planning, employee relations, performance management, talent development, succession planning, compensation, engagement, and organizational effectiveness.
• Contribute to the development and execution of Utilities sector people priorities in alignment with broader HR and enterprise objectives.

Sector HR Programs and Initiatives

• Lead the planning, implementation, and continuous improvement of sector-wide HR programs and initiatives, ensuring alignment with business needs and organizational priorities.
• Partner with senior HR leadership and Centres of Excellence to implement enterprise-wide programs within the Utilities sector, ensuring thoughtful change management, leader readiness, and effective adoption.
• Identify opportunities to improve HR processes, leader capability, employee experience, and operational consistency across the sector.
• Support the execution of HR initiatives related to organizational design, leadership development, employee engagement, talent planning, workforce readiness, and culture.

Employee Relations and HR Compliance

• Provide guidance to leaders on employee relations matters, ensuring issues are handled professionally, consistently, and in accordance with company policies, employment standards, collective agreements where applicable, and legislative requirements.
• Assess employee relations matters with sound judgment, balancing business needs, employee experience, risk mitigation, and fairness.
• Ensure HR activities comply with applicable Canadian and U.S. employment legislation, internal policies, and company standards.
• Promote consistent application of HR policies and practices across the Utilities sector while recognizing business-specific needs and operational realities.

Performance, Talent and Succession

• Support leaders with performance management, objective setting, development planning, and coaching to ensure clear alignment between individual performance expectations and sector objectives.
• Facilitate talent reviews for operational teams, ensuring discussions are insight-driven, action-oriented, and focused on strengthening talent pipelines and leadership readiness.
• Support talent and succession management