Aecon delivers some of the most complex and impactful infrastructure projects — from transformative transportation networks to critical energy, industrial and nuclear programs. The projects we build connect communities and power future generations. With deep roots in North America and a solid footprint internationally, Aecon brings global expertise and proudly serves public and private sector clients through its Construction and Concessions segment.

We believe the most ambitious projects deserve the most committed people. At Aecon, you won’t just build your career — you’ll help build what matters to enable future generations to thrive. The safety of our people, projects, partners, and stakeholders is our priority focus – today and always.

Inclusion. We provide opportunities where people feel valued, supported, and empowered to contribute fully. Ensure you and your family receive the services and benefits needed to support your mental, emotional, and physical well-being.

We help you build your career and advance your skills through our Aecon University, tuition reimbursement, and Leadership Programs. Are committed to creating work environments focused on mutual respect, teamwork, collaboration, and new ideas, through meaningful initiatives, training, partnerships with Veteran groups, our Aecon Women in Trades and diversity programs, as well as our Employee Resource Groups (ERGs), to ensure we are building with top talent and harnessing our collective strengths within every aspect of our culture. Operate responsibly by managing risk, safety, and environmental considerations across all our projects and surrounding communities.

Together, we embrace strong execution, innovation, and continuous improvement — values that come to life through the unique talents and collaborative spirit of every team member. If you’re inspired to make a difference through future-building projects, join our best-in-class team.

Aecon

Civil is a market leader with a self-perform competitive advantage and core local strength in key markets. We’re proud of our work helping to expand and improve Canada’s infrastructure and transportation networks, and we’re ready to build the future of our country. Reporting to the HR Manager, 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.



Complete compensation analysis for workforce transitions and present recommendations to the business leaders (ex. 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 business leaders on the disability program and policies Update the business leaders on open cases and provide recommendations on potential next steps 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.) 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) Performance Improvement Plan (PIP) support and preparation, applying progressive discipline principles as appropriateProvide 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.

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 Ensure training needs for the business are evaluated and appropriate training selected & rolled out Support succession management initiatives 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 Corporate Programs Support the roll‑out of various corporate initiatives as required Take part in new/developing HR initiatives as required (ex.

Performance Management

Team) Oversee Employee Recognition programs – Service Awards, Aecon Awards Support the taxable benefit program HR Team Support Support and oversee the daily direction of the HR Administrator (play key mentorship role to less experienced team members) HR Metrics & System Utilization Navigate through SAP effectively to provide timely support to managers/employees SAP, ESS, MSS) Training & Development Collect feedback on training needs and provide feedback to the training & development team for coordination Promote the various internal training resources available to managers and employees Conduct talent assessments and identify next leaders and high performers (HIPOs) for nomination-based training such as Aecon's Next Generations Post-secondary education in Human Resources Management or Business Administration Working towards the CHRL designation, or completed CHRL designation is an asset 5+ years of experience in a progressive Human Resources role Excellent computer skills including proficiency in MS Office (Outlook, Excel, Word, PowerPoint, etc.) Previous ERP experience, in particular working experience with SAP considered an asset Solid working knowledge of the major elements of Human Resources and its systems and processes Ability to liaise and form positive relationships with all levels of employees and management Other considerations may include certifications, specialized training, and the complexity or scope of the role. Aecon fosters diversity, inclusion and belonging within and across our organization. We welcome all to apply including, women, visible minorities, Indigenous peoples, persons with disabilities, and persons of any sexual orientation or gender identity.

We are committed to adhering to the objectives and requirements outlined in the Accessible Canada Act (ACA), and to meeting the accessibility needs of persons with disabilities in a timely manner. Through the implementation of the requirements of the ACA and its applicable regulations, appropriate accommodations will be provided upon request throughout the interview and hiring process. As part of our commitment to fair and transparent hiring practices, Aecon may use artificial intelligence (AI) tools to assist in screening and reviewing candidates.

These tools are applied responsibly and in accordance with applicable privacy laws and Aecon’s AI Usage Policy.

📌 Human Resources Business Partner Intern (Toronto)
🏢 Aecon Group
📍 Toronto