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Westerkirk

Human Resources Business Partner, DHPA

Calgary, AB, Canada

Apply by: Oct 11, 2026
Experience: 8+ years of progressive Human Resources experience, ideally within a manufacturing, industrial, aviation, or similarly operational environment.
Posting language: English
Posted: Sep 28, 2026

Apply About employer

Applications open in a new tab.

Original job description

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 2,400 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:

De Havilland Parts & Aerostructures (DHPA) is seeking an experienced, motivated, and business-focused Human Resources Business Partner (HRBP) to support our Calgary manufacturing operations.

As the primary HR partner for the site, the HRBP will provide end-to-end human resources leadership and support within a unionized, federally regulated manufacturing environment. Working closely with operational leaders, employees, the broader Human Resources team, and senior leadership, this role will translate business priorities into practical people strategies that support operational performance, workforce growth, employee engagement, and organizational effectiveness.

The HRBP will provide both strategic guidance and hands-on support across employee and labour relations, workforce planning and recruitment, performance management, compensation, disability management, organizational change, and HR reporting and analytics.

This is an opportunity for an experienced HR professional who enjoys being close to the business, building trusted relationships with leaders and employees, and navigating complex matters in a fast-paced and evolving operational environment.

Key Responsibilities:

Serve as the primary HR point of contact and advisor for leaders and employees at the Calgary 8 site, providing practical and strategic HR guidance aligned with operational and organizational objectives.
Partner with operational and senior leadership to understand business priorities, workforce requirements, organizational risks, and emerging people needs, translating these into appropriate HR strategies and actions.
Lead and support employee and labour relations matters, including performance management, workplace investigations, progressive discipline, attendance management, conflict resolution, terminations, and other complex employee matters.
Provide interpretation and administration of the collective agreement, employment policies, and applicable legislation, supporting consistent and effective decision-making across the operation.
Support collective bargaining and labour relations activities, including bargaining preparation, grievance management, union discussions, issue resolution, and implementation of negotiated changes.
Partner with leaders and Talent Acquisition to develop and execute recruitment strategies that support workforce growth, operational requirements, and changing production demands.
Lead and support the organization's performance management processes, including goal setting, performance reviews, performance improvement plans, development planning, and leadership coaching.
Provide guidance and recommendations related to compensation decisions, including salary actions, internal equity considerations, union wage adjustments, promotional increases, and bonus recommendations.
Oversee and support disability management, medical leaves, return-to-work and accommodation processes, WCB claims, attendance matters, and benefits administration, working collaboratively with employees, leaders, external providers, and internal stakeholders.
Partner with Health & Safety and operational leadership to support a strong safety culture and ensure HR practices align with workplace health and safety requirements.
Develop, review, implement, and maintain HR policies, practices, and processes in accordance with organizational requirements and applicable federal employment and labour legislation.
Analyze and report on key workforce metrics, including headcount, recruitment, turnover, absenteeism, disability, compensation, and other workforce trends, identifying risks and opportunities and recommending appropriate actions.
Partner with HR leadership to prepare regular workforce reporting and provide insights that support business and workforce planning decisions.
Support employee engagement initiatives and surveys, work with leaders to identify themes, develop action plans, and address opportunities for improvement.
Lead or support organizational change and transformation initiatives, including organizational restructuring, business integration, process changes, HR system implementation, and workforce communications.
Manage employee exits and offboarding processes, ensuring appropriate documentation, risk assessment, communication, and compliance.
Support leadership communications, employee meetings, and other organizational messaging in partnership with internal stakeholders.
Champion a culture focused on safety, accountability, quality, continuous improvement, employee development, collaboration, and respect.

Qualifications & Experience:

Education:

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

Experience:

8+ years of progressive Human Resources experience, ideally within a manufacturing, industrial, aviation, or similarly operational environment.
Strong experience supporting unionized workforces and labour relations.
Demonstrated experience managing complex employee relations matters, including investigations, performance management, discipline, terminations, and workplace conflict.
Experience interpreting and administering collective agreements and supporting grievances and labour relations matters.
Strong working knowledge of Canadian employment and labour legislation; experience within a federally regulated environment is considered a strong asset.
Demonstrated experience supporting recruitment, workforce planning, employee engagement, performance management, compensation, and organizational change.
Experience with disability management, workplace accommodations, return-to-work programs, WCB claims, and benefits administration.
Demonstrated ability to analyze HR data and workforce trends and translate findings into practical recommendations for leadership.
Experience supporting organizational growth, transformation, restructuring, integration, or HR system/process implementation is considered an asset.

Skills & Attributes:

The successful candidate will bring a combination of strong HR expertise, business judgment, and a practical, hands-on approach. They will:

Build strong and credible relationships with leaders, employees, union representatives, and HR partners.
Demonstrate sound judgment and confidence when navigating complex or sensitive employee matters.
Balance strategic thinking with a willingness to manage the day-to-day realities of an operational HR role.
Be comfortable working independently and taking ownership of HR matters while collaborating effectively with the leadership team.
Demonstrate strong business acumen and an understanding of how people- decisions affect operational performance.
Communicate clearly and effectively with employees and leaders at all levels of the organization.
Be resilient, adaptable, and comfortable working through changing priorities and ambiguity.
Apply a practical, solutions-oriented approach to problem-solving while appropriately managing organizational risk.
Prioritize effectively and focus attention on the issues that have the greatest impact on employees and the business.
Handle confidential and sensitive information with a high degree of discretion and professionalism.
Be comfortable working onsite and engaging directly within a manufacturing and industrial environment.

Why work at De Havilland?

De Havilland Canada is a Canadian-owned and operated aircraft manufacturer dedicated to providing rewarding opportunities in a diverse and welcoming workplace.

Work with a team that makes a true difference in the world-making it possible for people to travel around the globe efficiently, comfortably and safely.
We’ve manufactured over 5,600 aircraft including the most advanced turboprop in the air today. Our experience and expertise in constructing the highest performing aircraft in the industry is second to none.
Our state-of-the-art manufacturing facilities are dynamic workplaces led by teams that support and encourage all employees.
With a passionate team of innovators and a global network of support, De Havilland Canada proudly carries on it’s tradition as a leader in aerospace.

In addition to plenty of opportunities for career growth in a stimulating work environment, De Havilland Canada offers:

Competitive wages
Paid vacation
Extended health benefits (medical, dental, vision, paramedical)
Life insurance
RRSP/DPSP Plan
Employee and family assistance program

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.

Apply About employer

More about this job

Responsibilities

Serve as the primary HR advisor for the Calgary manufacturing site, partnering with leaders and employees on labour and employee relations, workforce planning, recruitment, performance, compensation, disability management, and compliance. Analyze workforce trends, support engagement and organizational change, and provide practical HR guidance that advances operational performance and employee well-being.

Requirements

A bachelor’s degree in Human Resources, Business Administration, or a related field is required, with CPHR or CHRL preferred, and at least eight years of progressive HR experience. Candidates should have strong unionized workforce and labour relations experience, knowledge of Canadian employment legislation, and practical expertise across employee relations, workforce planning, compensation, disability management, and organizational change.

Skills

Employee Relations
Labour Relations
Workplace Investigations
Performance Management
Workforce Planning
Recruitment
Compensation
Disability Management
Return-to-Work and Accommodation
HR Data Analysis
Organizational Change
Employee Engagement
Leadership Coaching
Conflict Resolution

Benefits

Paid Vacation
Extended Health Benefits
Medical Insurance
Dental Insurance
Vision Insurance
Paramedical Benefits
Life Insurance
RRSP/DPSP Plan
Employee and Family Assistance Program
Career Growth Opportunities

Visa sponsorship

Not detected in the job text

Keywords

Human Resources Business Partner
Unionized Workforce
Federally Regulated Environment
Collective Agreement
Labour Relations
Employee Relations
Grievance Management
Progressive Discipline
Workplace Investigations
Workforce Planning
Talent Acquisition
Performance Management
Compensation
Disability Management
Workplace Accommodation
Return-to-Work Programs
WCB Claims
Benefits Administration
Workforce Metrics
HR Reporting and Analytics
Employee Engagement
Organizational Change
Organizational Restructuring
HR Systems
Health and Safety
CPHR
CHRL
Manufacturing
Aerospace

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