Human Resources Business Partner, DHPA

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.