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.
Position Summary
Our team is actively looking for a motivated and customer-focused individual to join us as a Human Resources Business Partner (‘HRBP’) to support our Manufacturing Operations in Calgary, AB. This role is pivotal in driving tactical and operational HR initiatives across a designated client group within a dynamic manufacturing environment.
As the HRBP, you will play a critical role in fostering a high-performance culture that prioritizes safety, employee engagement, quality, productivity, and teamwork. You will act as a key advisor to leaders and employees, delivering strategic guidance and hands-on HR support aligned with the organization’s business transformation strategy.
Our organization is experiencing significant growth and restructuring, creating an exciting opportunity for HR professionals eager to make a tangible impact. The ideal candidate thrives in a fast-paced, evolving environment and is committed to being onsite with the client group to build relationships and drive HR initiatives.

Key Responsibilities

• Be the primary point of contact and advisor to managers and employees across the client group, providing effective counsel by handling questions, interpreting and administering policies (and collective agreements where required) and responding to work-related inquiries.
• Partner with managers and the talent acquisition team to lead the end-to-end recruitment process, including candidate screening, interviewing, and selection.
• Drive performance management processes, ensuring improvement plans, succession strategies, and developmental opportunities are in place.
• Assist with Employee Engagement activities / surveys, ensuring follow up to issues as they arise and appropriate escalation.
• Assist in the development, implementation, and maintenance of human resource policies, ensuring all policies in place are in adherence to legal and regulatory standards.
• Collaborate with Health & Safety (H&S) teams to promote a behavior-based safety culture, reducing incidents and fostering a safe work environment.
• Analyze HR metrics (e.g., turnover, absenteeism, safety reports) to identify trends and recommend strategic actions to address gaps and improve outcomes.
• Review HR reports related to resourcing, turnover, disability, safety, employee engagement, etc. and, with functional leaders, develop action plans which address gaps and areas of improvement.
• Manage the termination and offboarding process with professionalism and sensitivity, ensuring compliance and seamless transitions.
• In coordination with internal communications staff, assist in the preparation and distribution of HR communications, including assisting functional leaders with key messaging for town hall / employee meetings.
• In alignment with the HR and business leaders, champion a culture that emphasizes quality, continuous improvement, key employee retention and development and exemplary performance - never losing sight of creating a culture of collaboration and respect.

Requirements

Education

• Bachelor’s degree in Human Resources, Business Administration, or a related field
• CPHR or CHRL designation.

Skills & Experience

• 8+ years of progressive HR experience, preferably in a manufacturing, industrial, or similar environment.
• Proven track record in employee relations, recruitment, performance management, training, communication, succession planning, and Human Rights compliance.
• Specialist knowledge of Canadian Labour and Employment Laws, preferably in multi-provincial jurisdictions.
• Experience in the Aviation sector or manufacturing/industrial environment is considered a significant asset.

Attributes

• Human resource, operational, and strategic capabilities combined with solid business acumen.
• Excellent interpersonal and communication skills, with the ability to build trust and credibility.
• Resilient, energetic, and adaptable to change in a dynamic environment.
• Hands-on work habits and is comfortable in an industrial setting.
• Able to ‘think outside the box’; has a proven track record of creative problem-solving and consensus. Building skills necessary for addressing sensitive business problems.
• Energetic with a strong work ethic; exhibits contagious enthusiasm while projecting a level of maturity required in a human resource position.
• Understands how to assess the importance of tasks and decisions and set priorities - focusing time/energy on the most important issues/opportunities.
• Able to work independently and as a team member.
• Able to handle challenging situations in a confidential, timely, and diplomatic manner.
• Able to manage and maintain private and confidential information with a high degree of professionalism.

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

• Be the primary point of contact and advisor to managers and employees across the client group, providing effective counsel by handling questions, interpreting and administering policies (and collective agreements where required) and responding to work-related inquiries.
• Partner with managers and the talent acquisition team to lead the end-to-end recruitment process, including candidate screening, interviewing, and selection.
• Drive performance management processes, ensuring improvement plans, succession strategies, and developmental opportunities are in place.
• Assist with Employee Engagement activities / surveys, ensuring follow up to issues as they arise and appropriate escalation.
• Assist in the development, implementation, and maintenance of human resource policies, ensuring all policies in place are in adherence to legal and regulatory standards.
• Collaborate with Health & Safety (H&S) teams to promote a behavior-based safety culture, reducing incidents and fostering a safe work environment.
• Analyze HR metrics (e.g., turnover, absenteeism, safety reports) to identify trends and recommend strategic actions to address gaps and improve outcomes.
• Review HR reports related to resourcing, turnover, disability, safety, employee engagement, etc. and, with functional leaders, develop action plans which address gaps and areas of improvement.
• Manage the termination and offboarding process with professionalism and sensitivity, ensuring compliance and seamless transitions.
• In coordination with internal communications staff, assist in the preparation and distribution of HR communications, including assisting functional leaders with key messaging for town hall / employee meetings.
• In alignment with the HR and business leaders, champion a culture that emphasizes quality, continuous improvement, key employee retention and development and exemplary performance - never losing sight of creating a culture of collaboration and respect