Human Resources Manager

Location:

Toronto, ON, CA

Operating Sector:
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 Always. 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.

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 responsibly 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!

Reporting to the Sr. Director, Human Resources, the HR Manager 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 with our Joint Venture projects. 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.

• Perform workforce planning activities including creating project mobilization/ demobilization plans, employee rotation, and succession planning, all while leveraging data and analytics to inform decisions.
• Build strong relationships with HR counterparts on JVs to ensure ongoing collaboration and effective support of Aecon’s seconded employees.
• Actively monitor and engage with seconded employees on JVs to ensure a strong pulse on movement, retention, and engagement of Aecon’s talent.
• Maintain a pulse on workforce concerns or developments and provide pragmatic and timely solutions to address issues that impact the attainment of business objectives.
• 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.).

• 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…