HR Generalist

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.
Position Summary
Our team is actively looking for a motivated and customer-focused individual to join us as a Human Resources Generalist in Calgary, AB. This role is accountable for leading tactical and operational human resources initiatives across a designated client group. Your primary focus will be fostering a high-performance culture that emphasizes safety, engagement, quality, productivity, growth, collaboration, and teamwork. As the HR Generalist, you will serve as the key HR point of contact and advisor to the client group, providing effective counsel, feedback, and coaching that align with the organization’s business transformation strategy and implementation.
Our organization is growing significantly while undergoing an enterprise restructuring, creating a high degree of change and unpredictability. Interested professionals seeking an opportunity to make a real difference in an organization and the day-to-day work lives of existing and new employees should expect to work in a fast-paced, low-structured, quickly changing environment where they can contribute to the future of an exciting vision.
Due to the high levels of change and growth in the organization, individuals interested in this role should understand the need to be in-office / on-site with the client group(s).

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
• In coordination with the talent acquisition team members, participate in applicant screening and, along with hiring managers, interviews and the selection process.
• Support managers during the performance management cycle, ensuring improvement plans are documented and implemented, where required, and succession plans are in place.
• Assist with employee engagement activities and surveys, ensuring follow-up on 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.
• In alignment with the H&S staff, promote a behavior-based safety culture to reduce and eliminate safety and environmental incidents.
• Provide input into required HR analytical reports with the objective of reviewing key metrics and assisting HR and business leaders in making strategic HR decisions.
• Review HR reports related to resourcing, turnover, disability, safety, employee engagement, etc. and, with functional leaders, develop action plans that address gaps and areas for improvement.
• Manage the termination and offboarding process for voluntary and involuntary terminations.
• 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 and employee meetings.
• In alignment with HR and business leaders, assist in the development of 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

• Undergraduate degree in a related area.
• CPHR or CHRL designation

Skills & Experience

• 5+ years of HR experience gained in a spectrum of different types of organizations in a hands-on, business advisor role.
• Proven track record in employee relations, recruitment, performance management, training, communication, succession planning, and human rights compliance
• Specialist knowledge of both provincial and Canadian labor 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
• Solid communication (written and oral) and interpersonal skills
• Strong personal values and integrity
• Has 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 the level of maturity required in a human resources position.
• Understands how to assess the importance of tasks and decisions and set priorities, focusing time and energy on the most important issues and opportunities.
• Able to work independently and as a team member.
• Able to handle challenging situations in a confidential, timely, and diplomatic manner.
• Be able to manage and maintain private and confidential information with a high degree of professionalism.

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.
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
• In coordination with the talent acquisition team members, participate in applicant screening and, along with hiring managers, interviews and the selection process.
• Support managers during the performance management cycle, ensuring improvement plans are documented and implemented, where required, and succession plans are in place.
• Assist with employee engagement activities and surveys, ensuring follow-up on 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.
• In alignment with the H&S staff, promote a behavior-based safety culture to reduce and eliminate safety and environmental incidents.
• Provide input into required HR analytical reports with the objective of reviewing key metrics and assisting HR and business leaders in making strategic HR decisions.
• Review HR reports related to resourcing, turnover, disability, safety, employee engagement, etc. and, with functional leaders, develop action plans that address gaps and areas for improvement.
• Manage the termination and offboarding process for voluntary and involuntary terminations.
• 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 and employee meetings.
• In alignment with HR and business leaders, assist in the development of 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