Landmark Structures is a leading provider of engineering, construction, and asset management services for storage solutions in the water, wastewater, power, and industrial markets. We operate throughout North American and have built our reputation on delivering the most challenging projects with a high degree of efficiency and precision.
Challenging the norm and innovating better methods is core to our approach.

POSITION OVERVIEW

The Human Resources Business Partner (HRBP) supports strategic and operational human resources initiatives across Canadian operations. Acting as a trusted advisor to leadership and field teams, the HRBP delivers practical HR solutions that align with business goals while ensuring compliance with Canadian labour laws and company policies. This role will partner with managers on talent acquisition, employee relations, performance management, workforce planning, training, compensation, and employee engagement.

EDUCATION

• Bachelor’s degree in human resources, business administration, or a related field.
• Equivalent experience in lieu of a degree may be considered.

EXPERIENCE

• Minimum 5 years of progressive HR experience, including at least 2 years in an HR Business Partner or Generalist position.
• Experience working in both unionized and non-unionized environments (preferred).
• Proven experience with employee relations, investigations, and employment law compliance.

KNOWLEDGE, SKILLS, AND ABILITIES

• Strong working knowledge of Canadian employment legislation, including ESA, OHSA, Human Rights Code, and Workers’ Compensation.
• Ability to build trust and influence at all levels of the organization.
• Strong business acumen and understanding of construction industry operations.
• Adaptability to thrive in a fast-paced, entrepreneurial environment with frequent changes and ambiguity.
• Ability to prioritize effectively and produce results while driving organizational success.
• Excellent communication, conflict resolution, and decision-making skills.
• Proven ability to manage HR needs across multiple job sites or regions
• Proficient in HRIS systems, Microsoft Office Suite, and reporting.
• High degree of discretion and confidentiality when handling sensitive information.
• Commitment to safety, ethics, professionalism, and continuous improvement.
• Bilingual (English/French or Spanish) preferred, especially for Quebec or bilingual regions.
  EOE, including disability/vet

Business Partnership & Strategy

• Serve as the primary HR point of contact for Canadian operations and support project teams across multiple provinces.
• Collaborate with business leaders to assess workforce needs and support organizational design and staffing strategies.
• Provide proactive HR consultation on performance, structure, development, and culture.

Employee Relations & Compliance

• Guide and support managers in handling employee relations matters (e.g., conflict resolution, investigations, disciplinary action).
• Ensure compliance with provincial employment laws (e.g., ESA, OHSA, WCB, Human Rights Code).
• Develop and implement HR policies, practices, and procedures following federal and provincial legislation.

Talent Management & Development

• Partner with hiring managers and the recruitment team to support full cycle hiring for salaried and hourly roles, including onboarding and orientation.
• Participate in performance management processes, including feedback, development plans, and succession planning.
• Identify training needs and assist in coordinating or delivering training sessions related to HR policy, leadership, or compliance.

HR Operations

• Maintain accurate employee records and support HRIS system usage and accuracy.
• Monitor compensation practices and work with HR leadership to ensure market competitiveness and internal equity.

Workforce Planning & Field Support

• Partner with project and field leaders to identify short- and long-term workforce needs in alignment with construction schedules.
• Assist in planning temporary site workforce strategies, including seasonal hiring, layoff notices, and return-to-work initiatives.
• Other duties as assigned to support business needs