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.

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.

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.

Support the execution of HR initiatives related to organizational design, leadership development, employee engagement, talent planning, workforce readiness, and culture.

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.

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 initiatives by identifying critical roles, assessing bench strength, and ensuring appropriate succession plans are in place for key roles across the sector with a focus on strengthening talent pipelines and leadership readiness.

Partner with leaders to identify high-potential talent, capability gaps, readiness risks, and development opportunities.

Provide input into organizational structure, role clarity, team effectiveness, and change impacts to support business performance and scalability.

Leverage workforce insights and HR data to support informed decision-making and proactive people planning.

Talent Acquisition and Workforce Readiness





Collaborate with hiring managers and the Talent Acquisition team on recruitment activities, workforce planning needs, and critical searches.

Support leaders in defining role requirements, assessing talent needs, and ensuring hiring decisions align with business priorities and long-term workforce plans.

Support proactive talent pipeline strategies for critical roles within the Utilities sector.

Support employee development and capability-building efforts that strengthen current performance and future readiness.

Foster a collaborative, solutions-oriented HR team environment focused on service excellence, consistency, accountability, and continuous improvement.

Post-secondary education in Human Resources Management, Business Administration, Industrial Relations, or a related discipline.

- Broad HR generalist experience across the employee lifecycle, including employee relations, performance management, workforce planning, talent management, recruitment, compensation, organizational effectiveness, and HR compliance.
- Demonstrated experience supporting leaders through complex employee relations matters, performance issues, organizational changes, and talent-related decisions.
- Strong understanding of employment legislation, HR policies, and compliance requirements across Canadian jurisdictions; HR experience considered an asset.
- Experience partnering with Centres of Excellence, Talent Acquisition, Total Rewards, and senior HR leadership to implement enterprise programs and sector-specific initiatives.
- Solid analytical skills, with the ability to interpret workforce data, identify trends, simplify complex issues, and recommend practical actions.
- SAP experience considered an asset.
- Strategic and operational HR judgment, with the ability to balance long-term priorities and immediate business needs.
- Strong consulting, coaching, and advisory skills with the ability to influence leaders at multiple levels.
- Excellent problem-solving skills, with the ability to assess complex issues, identify risk, and develop practical solutions quickly.
- Reason for Vacancy: Replacement The expected pay range for this role is $110,000 - $120,000 per year. Other considerations may include certifications, specialized training, and the complexity or scope of the role.

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