What is the Opportunity? The Vice President, Human Resources is a senior HR leader responsible for driving and enabling Aecon's talent strategy across specific business units, while supporting broader HR priorities in the US. This role acts as a strategic business partner to the Engineering and Federal groups, ensuring talent, leadership, and workforce capabilities are aligned with business growth, project execution, and regulatory requirements..
Operating in a cross-border environment, the role is accountable for
adapting enterprise HR strategy, programs, and processes to the U.S. market, while maintaining alignment with Aecon's global HR model and collaborating closely with Canadian HR leadership.
What You'll Do Here: 1. Talent Strategy & Business Enablement (Engineering & Federal) - Partner with U.S. Engineering and Federal leadership teams to define and execute talent strategies aligned with business growth objectives.
- Translate business plans into workforce strategies, including:
- Talent acquisition and workforce planning
- Leadership pipeline and succession development
- Critical role identification and capability building
- Support delivery of Operational Excellence priorities by ensuring the right talent is in place to execute complex projects and contracts. Direct involvement in recruitment activities as required for senior/ critical roles.
- Embed talent strategies that directly improve:
- Project performance
- Workforce productivity
- Retention of key technical and leadership roles
2. U.S. HR Leadership & Operational Support - Serve as the senior HR leader for U.S. operations across Engineering and Federal business units.
- Provide strategic and operational HR support to:
- Sector leadership teams
- Project leadership teams
- Functional partners
- Provide additional HR leadership across Aecon U.S. operations as appropriate.
3. Legislative Compliance & Risk Management (U.S.) - Ensure compliance with U.S. federal, state, and local employment legislation and regulatory requirements.
- Partner with Legal and HR Operations to:
- Monitor changes in U.S. labor and employment laws
- Assess impact on Aecon's workforce practices
- Implement compliant policies and processes
- Collaborate with HR leaders to mitigate HR-related risks across U.S. operations, including:
- Workforce relations
- Investigations and compliance matters
- Audit and governance requirements
4. Adaptation of Enterprise HR Programs (U.S. Context) - Support the adaptation and implementation of Aecon's enterprise HR programs and COE initiatives within the U.S. as required, such as
- Talent management and performance processes
- Leadership development and learning programs
- Compensation, rewards, and benefits frameworks
- Ensure programs reflect:
- U.S. market conditions
- Regulatory requirements
- Competitive talent practices
- Balance global consistency with local adaptation to maximize effectiveness across regions
5. Cross-Border Collaboration & HR Integration - Work closely with Canadian HR Executive Team and COEs to:
- Align U.S. HR priorities with global strategy
- Share best practices and insights across geographies
- Ensure consistent application of Aecon's HR operating model
- Act as a key connector between U.S. operations and enterprise HR functions.
6. Leadership Development & Organizational Effectiveness - Drive leadership capability across U.S. operations, including:
- Coaching senior leaders
- Supporting leadership effectiveness and team performance
- Lead organizational design and effectiveness initiatives aligned with:
- Business growth
- Project delivery needs
- Ensure strong succession pipelines and development planning for critical roles.
7. Workforce Analytics & Business Insight - Leverage workforce data and analytics to inform decision making, including:
- Talent trends and risks
- Productivity and workforce effectiveness
- Retention and engagement insights
- Provide actionable insights to senior leadership to enable data-driven talent decisions.
What You'll Bring to the Team:- Bachelor's degree in Human Resources, Business Administration, or related field
- 15+ years of progressive HR experience, including at least 5 years of senior leadership experience
- Proven experience:
- Supporting large-scale engineering, construction, infrastructure, or federal contracting organizations
- Partnering directly with senior operational leaders
- Leading HR strategy in complex, regulated environments
- Strong experience in:
- U.S. employment law and regulatory frameworks
- Cross-border HR operations (U.S./Canada preferred)
- Demonstrated success in implementing enterprise HR programs and driving change
Key Competencies 1. Business & Financial Acumen - Deep understanding of how engineering and federal contracting businesses operate
- Ability to connect HR strategy to financial and operational outcomes
2. Strategic Partnership - Trusted advisor to senior executives
- Ability to influence and shape business decisions
3. Regulatory & Compliance Expertise - Strong knowledge of U.S. labor laws, compliance requirements, and HR governance
4. Cross-Border Leadership - Experience operating in a matrixed, global organization
- Ability to balance enterprise consistency with regional needs
5. Execution & Change Leadership - Proven ability to translate strategy into practical, scalable solutions
- Strong track record of leading transformation initiatives
Success Profile (First 12-18 Months) - Clear talent strategies established for Engineering and Federal business units
- Strong alignment between U.S. HR practices and enterprise HR operating model
- Effective adaptation of HR programs to the U.S. regulatory and market environment
- Strengthened leadership pipelines in critical U.S. roles
- Improved visibility and management of workforce risks and compliance requirements
