It has come to our attention that various international organizations or individuals have been offering false employment opportunities at Aecon Group Inc. Aecon Group Inc. employment policies and processes involve interviews, and candidates who seek employment are never required to pay us any sum of money. To do so would be contrary to our business conduct guidelines and ethical practices. We also do not extend formal offers of employment or execute employment agreements through social media or social chat platforms.We take this matter extremely seriously and are working with the appropriate authorities to shut down such fraudulent schemes. Please remain vigilant on this matter and report any suspicious outreach to your local authorities and email any concerns [email protected]: Sep 18, 2026Location:Montreal, Quebec, CA Montreal, Quebec, CAOperating Sector: Human ResourcesPosition Title: Business Partner, Human ResourcesCome Build Your Career at Aecon!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 strong footprint internationally, Aecon brings global expertise and proudly serves public and private sector clients through its Construction and Concessions segment.Safety Always is not only our #1 core value – it is the standard that anchors our culture. 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.At Aecon, you can count on:Safety Always. Our number one core value. The safety of our people, projects, partners, and stakeholders is our priority focus – today and always.Integrity. We lead by example, with humility and courage.Accountability. We're passionate about delivering on our commitments.Inclusion. We provide opportunities where people feel valued, supported, and empowered to contribute fully.We deliver infrastructure with purpose, and our people are at the heart of everything we do. Aecon employees are incredibly proud to build some of the most impactful infrastructure of this generation – we call it Aecon Proud.At Aecon we:Ensure you and your family receive the services and benefits needed to support your mental, emotional, and physical well-being.Are intentional when it comes to investing in your development. 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.Our success is built on the passion, expertise, and dedication of our people. Together, we embrace robust 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.What You'll Do Here:Recruitment & SelectionWork with business to define (current) role requirements, advise clients on existing role requirements, develop role profiles as required,



and conduct job analysisProvide headcount projection and strategic workforce planning support, when applicableSupport the LMIA application process as requiredSupporting the Talent Acquisition team and facilitate recruitment process within the recruitment processFacilitate movement of people talent within the organization based on operational changes and needsComplete 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 lettersProvide STIP level change recommendations to management team where applicableWork with business leadership team in constructing business cases when submitting "specials" for salary increase as applicableSupport compensation survey participation for the line of business (i.E. summarizing data, reviewing submissions for relevance, etc.)Disability ManagementManagement of disability claims from initial start of employee's leave to his/her returnLiaison with the benefit provider case managers to ensure timely response and updates on employees claim status and potential return to workEducate the employee on the process, benefit entitlements and maintain regular communicationEducate the business leaders on the disability program and policiesUpdate the business leaders on open cases and provide recommendations on potential next stepsCoordinate the employee's return to work plan, including any accommodations that must be metEmployee RelationsEffective situation/conflict management, working closely with managers to ensure employee relations issues are handled professionally and timely and to minimize risks to the businessProactive outreach on HR communications (ex. supporting town halls, leadership/operational team meetings, etc.) to improve the employer-employee relationshipConduct investigations and deal with grievances when appropriateProvide advice, council, support and coach managers and employees as requiredCoach 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 administrationWork closely with applicable client groups to facilitate promotions, demotions, transfers, relocations, retirements, and terminations in a professional manner. Ensuring balance between organizational and employee needsConduct layoffs/terminations as required, work with terminated employees during negotiations if applicableTalent ManagementSupport managers and employees with performance management and objective setting throughout the yearProvide advice, council and feedback on performance management strategy, ensuring business needs and individual objectives are linkedFacilitate training or in-house learning sessions for managers and employees as requiredFacilitate Talent Reviews (9-box)



/ Capability Reviews and ensure appropriate follow up on actionsEnsure training needs for the business are evaluated and appropriate training selected & rolled outSupport succession management initiativesCorporate ProgramsSupport the roll-out of various corporate initiatives as requiredTake part in new/developing HR initiatives as required (ex. Performance Management Team)Oversee Employee Recognition programs – Service Awards, Aecon AwardsSupport the taxable benefit programHR Team ManagementSupport and oversee the daily direction of the HR Administrator (play key mentorship role to less experienced team members)Work with administrators to ensure they can address employee inquiries regarding company benefit programs and services, payroll inquiries, etcOversee audits to ensure the accuracy of employment information submitted to payroll and processed in the systemNavigate through SAP effectively to provide timely support to managers/employeesComplete ad hoc reports as requestedTrain others / aid others as required on how to navigate through systems (ex. SAP, ESS, MSS)Training & DevelopmentCollect feedback on training needs and provide feedback to the training & development team for coordinationPromote the various internal training resources available to managers and employeesConduct talent assessments and identify next leaders and high performers (HIPOs) for nomination-based training such as Aecon's Next GenerationsSupports governance initiatives, including the 1% training levy, the maintenance of the francization certificate, and federal investigations related to recruitment and compensation.What You Bring to the Team:Fully bilingual (French and English), with strong written and spoken French proficiency - A strong command of English is essential due to ongoing collaboration with the Toronto head office, while French proficiency is necessary to effectively serve and support French-speaking teams in Quebec.Post-secondary school education in Human Resources Management or Business AdministrationWorking towards the CHRL designation, or completed CHRL designation is an assetA minimum of 3 years of experience in a HR Business Partner roleExcellent computer skills including proficiency in MS Office (Outlook, Excel, Word, PowerPoint, etc.)Previous ERP experience, in particular working experience with SAP considered an assetAbility to handle confidential information with integrity and professionalismAbility to solve problems moderately complex in nature and make routine recommendations; Ability to workproactively and positively as part of a team acting with a sense of urgency; 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 managementAecon 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. All final decisions are made by qualified Aecon team members.

📌 Business Partner, Human Resources (Montreal)
🏢 Aecon Concessions
📍 Montreal