Director, HR Job Details | Aecon

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 cant do it safely, we dont do it at all.
• Integrity. We lead by example, with humility and courage.
• Accountability. Were passionate about delivering on our commitments.
• Inclusion. We provide equitable opportunities for everyone.

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. Were always searching the globe for innovative, collaborative minds to join our best-in-class Aecon community!

The Opportunity

The HR Director is accountable for leading the people, performance, and culture strategy for a large, complex, multipartner infrastructure project.

The role operates within a highly collaborative construction delivery model, setting direction, governance, and expectations across multiple participant organisations, while employees remain employed by their respective companies.

The role ensures the project has the leadership capability, behaviours, and performance discipline required to deliver on contractual commitments and bestforproject objectives.

Key Accountabilities

1. People Strategy & Governance

• Develop and lead the projects People, Performance & Culture strategy
• Establish clear people governance, decision rights, and escalation pathways
• Ensure people practices support collaboration, transparency, and best for project decisionmaking
• Advise senior leadership on people risks, capability needs, and organisational health

1. Organisational Readiness

• Ensure leaders, teams, and systems are prepared for mobilisation, phase transitions, and changes in scale or delivery intensity
• Align workforce planning to upcoming milestones, contractual obligations, and delivery risks
• Drive early identification of capability gaps, resourcing risks, and role clarity issues
• Ensure onboarding, performance expectations, ways of working, and governance are in place before they are needed, not after
• Provide clear readiness assessments and recommendations to senior leadership to support informed decisionmaking

1. Leadership & Resourcing

• Provide project level input to leadership selection and critical role appointments
• Ensure leadership resourcing follows agreed project principles and governance models
• Support onboarding and integration of senior leaders and key roles
• Actively challenge resourcing decisions that undermine collaboration or project outcomes

1. Performance Management

• Own the project performance management framework, aligned to contractual commitments and project objectives
• Ensure performance is measured against project KPIs.
• Partner with Participant HR teams to ensure performance actions are consistent, fair, and compliant
• Support leadership teams in addressing systemic performance or behavioural issues

1. Culture, Values & Behaviour

• Embed the project Charter, values, and behaviours into daytoday operations
• Act as a visible culture leader across leadership forums and integrated teams
• Address behaviour misalignment early, constructively, and consistently
• Promote trust, psychological safety, and respectful challenge

1. Employee Relations & Risk Management

• Provide strategic guidance on sensitive or highrisk people matters
• Support Participant HR teams on complex employee relations issues
• Ensure compliance with employment legislation and contractual obligations
• Identify and mitigate peoplerelated risks to safety, cost, schedule, or reputation

Requirements:

• Senior HR leadership experience in major projects, infrastructure, or complex matrix organisations
• Strong stakeholder leadership capability, with a pragmatic, collaborative, and outcomes focused approach
• Solid understanding of multipartner, jointventure, or alliance delivery models
• Proven ability to influence and advise senior leaders without direct line authority
• Deep expertise in performance management, leadership selection, and change management
• High personal credibility, sound judgement, and executivelevel presence

This role follows a hybrid work model, combining inoffice collaboration and flexibility, with an expectation of four days per week in the office.

The expected pay range for this role is $140,000 - $150,000 per year

Individual pay is determined based on several factors, including work location, education, experience, unique skills and job conditions. 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 Aecons AI Usage Policy. All final decisions are made by qualified Aecon team members.