Director - Human Resources

at  De Havilland

De Havilland Aircraft of Canada Limited (DHC) is a storied name in the aerospace industry, recognized worldwide for its pioneering contributions to aviation and its unwavering commitment to quality, innovation, and reliability. Headquartered in Calgary, AB, DHC currently has approximately 1,400 employees across British Columbia, Alberta and Ontario, as well as in markets and distribution hubs world-wide.
Established in 1928, De Havilland Canada has a rich history marked by the development of some of the most iconic and versatile aircraft ever built. These aircraft have served a variety of roles—from bush flying to commercial aviation—and are celebrated for their rugged durability, operational versatility, and excellence in performance.
Over the decades, De Havilland Canada has evolved to meet the changing needs of the aviation industry. Today, we are more than just an aircraft manufacturer; we are a comprehensive aerospace company with capabilities that span design, production, maintenance, repair, and overhaul (MRO) services. Our operations are supported by a team of skilled engineers, technicians, and industry professionals who are dedicated to upholding the highest standards of craftsmanship and innovation.
The Director, HR Operations will lead a group of HR professionals to ensure the delivery of HR programs. The Director will play a central role in ensuring the Company meets operational objectives related to talent development, retention, acquisition, and health and safety. Additionally, they will play a key role in leading diversity, inclusion and engagement initiatives, advising the company in labour and employee relations matters and in guiding consistent HR communications. This role requires influencing skills that enable the effective coaching of business leaders and HR teams on all aspects of the Company’s HR programs and policies. Responsibilities include working collaboratively with HR leadership to develop and implement HR and culture transformation programs across the business with clear and measurable objectives including but not limited to career and performance management, recruitment, retention, labour relations, employment related legal matters.
Reports To
Chief People Officer
Location
Calgary, AB

QUALIFICATIONS:

• Education: Undergraduate degree in HR, Business, or related discipline; professional HR designation
• Experience: 7-10 years HR management experience with demonstrated ability effectively managing people
• Aerospace manufacturing, transportation, logistics or related industry experience coupled with solid business acumen
• Proven expertise in developing and implementing strategies across a diverse stakeholder group
• Strong knowledge of Provincial and Canadian Labour and Employment Laws, preferably in multi-provincial jurisdictions; experience working with a unionized workforce an asset
• Experience with Ceridian Dayforce is considered a significant asset
• Superior written, oral communication and interpersonal skills
• Strong commitment to business process improvement, with a focus on efficient delivery of services
• Able to plan and prioritize work, maintain confidentiality and manage conflict professionally
• Brings an ability to ‘think outside the box’; has a proven track record of creative problem-solving and consensus building skills necessary for addressing sensitive business problems
• Highly energetic with a strong work ethic
  At De Havilland Aircraft of Canada (DHC), we are committed to protecting our people, customers, shareholders and the public through Health & Safety Excellence. As such, it is expected that all employees maintain strict adherence to Health & Safety Policies and to perform key physical tasks of the position described in the job description and interview process. This may include but is not limited to the ability to work in a variety of environmental conditions including temperature extremes, confined spaces, working at heights and with or around chemicals. Employees are expected to adhere to the use of personal protective equipment (PPE) when at work which must include but is not limited to the ability to maintain a positive fit test when mask use is required.
  At De Havilland Canada, we aim to be inclusive and diverse and provide equal opportunity for employment. All qualified applicants, regardless of gender, age, race, religion, sexual orientation, and disability, are encouraged to apply. De Havilland will accommodate the needs of applicants with disabilities throughout all stages of the selection process. If you need accommodation during the recruitment process, please advise your Talent Acquisition representative. Information relating to the need for accommodation and accommodation measures will be addressed confidentially.
  Any offer of employment is conditional on the completion of positive and satisfactory background checks, which may include, proof that you are legally entitled to work in Canada, professional references, verification of employment history, verification of educational background and criminal background checks

Recruitment and Retention

• Provide leadership in the development and execution of recruitment and retention strategies related to fulfilling business objectives and workforce plans, specifically ensuring programs are in place to recruit and retain key talent
• Monitor recruiting efforts, in-house or outsourced, to ensure adequate inflow of quality applicants, appropriate screening (including reference checks and field interviews), proper hiring practices and documentation and introduction to the organization
• Assist in composition of job descriptions for open senior positions and ensure that job descriptions are in place for all staff
• Participate in interviews and candidate selection process as required
• Verify that staff are following screening process for new candidates as per procedure
• Conduct periodic management reviews to review staffing requirements and results
• Provide direction to third party service providers for foreign worker visa procurement, as require

• In conjunction with the Chief People Officer, develop strategic goals around HR programs; develop, communicate, and implement strategies to achieve HR and business objectives
• Lead a team of HR Operations and Talent Acquisition professionals to ensure design and delivery of best-in-class HR programs across the organization
• Work with business leaders and HR staff to develop strategies and programs to ensure a diverse, inclusive, and engaged workforce
• Provide guidance and counsel to business leaders and HR staff on the handling of employee related matters, claims and investigations
• Develop and implement HR policies and relevant programs; ensure compliance with CBAs, employment legislation, corporate policy, and procedures
• Research and investigate labour relations and grievance issues as appropriate
• Provide advice on employee terminations & severance
• Review exit interview documentation to identify organizational issues and advance recommendations for remedial action
• With the assistance of Corporate Communications, develop and calendarize employee communications and identify issues as required for out-of-period communications
• Ensure appropriate record keeping and maintenance of employee files for senior staff and provide direction for record keeping
• Ensure that organization charts are complete and up to date
• Ensure appropriate programs are in place for onboarding of new employees, communication of Company policies, procedures, and benefits
• Direct the work of HR personnel, set performance objectives, and develop work plans; participate in completing performance reviews and professional development plans

Recruitment and Retention

• Provide leadership in the development and execution of recruitment and retention strategies related to fulfilling business objectives and workforce plans, specifically ensuring programs are in place to recruit and retain key talent
• Monitor recruiting efforts, in-house or outsourced, to ensure adequate inflow of quality applicants, appropriate screening (including reference checks and field interviews), proper hiring practices and documentation and introduction to the organization
• Assist in composition of job descriptions for open senior positions and ensure that job descriptions are in place for all staff
• Participate in interviews and candidate selection process as required
• Verify that staff are following screening process for new candidates as per procedure
• Conduct periodic management reviews to review staffing requirements and results
• Provide direction to third party service providers for foreign worker visa procurement, as required

Career Development and Performance Management

• Collaborate with the Director, Talent Management to ensure organizational training requirements are met and recommend additional training programs as required
• Work with leadership, HR, and operational teams to coordinate technical and leadership training programs to ensure staff development is in line with operational needs
• In conjunction with the Director, Talent Management,
• oversee the annual performance review process and audit completion
• develop and implement career pathing/planning process and completion of individual development plans for all employees
• Ensure delivery of standardized orientation program for newly on-boarded employees and that new-hires are provided with timely orientation sessions and company policy
• Support the development and implementation of talent management and succession planning programs instituted throughout the organization

Compensation and Benefits

• Work collaboratively with the compensation and benefits team to ensure that benchmark data and salary recommendations are available, and that compensation is consistent with company compensation model
• Effectively support the formal compensation review process that appropriately rewards top performers, encourages improvement of underperformers, and meets the company’s annual compensation budget
• Ensure pay adjustments for unionized staff follow collective agreements
• In collaboration with the compensation and benefits team, ensure the effective rollout of employee health, retirement, and other benefits; review claims inputs and costing for non-union benefits program; review quarterly and annual reports;

Metrics and Reporting

• Develop and track meaningful HR system metrics
• Review HR metrics to ensure relevance over time. Provide metrics reporting by business unit monthly
• Analyze trends and recommend proactive initiatives to improve performance
• Ensure timely and visible monitoring and communication mechanisms on HR performance, outstanding actions, and employee issues, providing insightful updates on HR activities for presentation to executive leadership