Human Resources Business Partner

Defence Construction Canada; Montreal; On-site; CAD 94,000 - 122,000; Full time

Benefits offered by this job

Employer-paid sick leave

Wellness allowance

Mental health support services

Life and disability insurance

Home-office allowance

Job summary

Defence Construction Canada (DCC) seeks a Human Resources Business Partner to advise managers and employees across a designated region. You will handle complex HR matters, provide guidance on performance, staffing, and policies, and support strategic HR initiatives.

Reporting to the Program Leader, HR—Service Delivery, you will liaise with leadership, manage sensitive employee relations, and help design HR strategies while maintaining security clearances and compliance requirements.

Qualifications

• Minimum: college diploma in human resources management or related field with five years’ relevant experience, or the equivalent.
• Preferred: university degree in human resources management or related field and/or Certified Human Resources Professional designation.

Responsibilities

• Provide guidance and support to managers, supervisors and employees in HR areas such as recruitment, performance management, employee relations, pay and benefits.
• Assist in regional workforce planning and strategy
• Investigate workplace issues and manage absence and rehabilitation programs
• Support onboarding, training, and policy interpretation across the region
• Develop relationships with stakeholders and mitigate HR risks

Skills

HR knowledge

Policy interpretation

Project management

Education

College diploma in HR management

University degree in HR management

Job description

Who Can Apply?

Internal (DCC Employees) and External (General Public)

Salary Range:

$93,938 - $122,116

Employment status:

Continuing

Security Level:

Secret

Language Requirement:

Bilingual Mandatory

Closing Date:

24/04/2026

Country:

Canada

** This position has been designated bilingual, where English and French are essential. **

** While priority will be given to qualified candidates who meet this bilingual linguistic profile, we welcome applications from candidates who may not meet this bilingual requirement. **

Are you driven to deliver advice and guidance?

Do you thrive when analyzing complex problems?

Can you provide a strong understanding of employee relations, performance management, and human resource practices?

If this describes you, keep reading! Success as a Human Resources Business Partner will require you to work through complex human resources matters. You will be the liaison and subject matter expert between all stakeholders and leadership here at DCC.

Reporting to the Program Leader, Human Resources—Service Delivery, the Human Resources Business Partner is the human resources contact for managers, supervisors and employees in a designated region, supporting strategic planning and employment-related matters and providing guidance, advice and support in key assigned human resources functional areas. The incumbent investigates and analyzes information and policies to assess, and provide recommendations on how to manage, complex employee relations and health and wellness-related situations. The incumbent supports the Program Leader, Human Resources—Service Delivery in planning, designing, developing and implementing human resources strategies.

KEY AND PERIODIC ACTIVITIES

The duties and responsibilities listed below are representative but not all-inclusive:

Primary

• Provide guidance, advice and support to managers, supervisors and employees in key assigned human resources functional areas, such as recruitment and selection, performance management, employee relations, pay and benefits, disability management and policy interpretation
• Support managers and supervisors in the region in reviewing, analyzing and preparing documents such as performance improvement plans, applying progressive discipline principles and preparing alternative work arrangement letters
• Provide advice and guidance to managers and supervisors on internal and external staffing requirements and complex staffing processes such as reclassifications and transfers
• Respond to inquiries from and provide guidance to managers, supervisors and employees on human resources programs, practices and policies
• Assist the region with strategic workforce planning
• Investigate workplace violence and harassment cases
• Manage the Absence Support Program, including short- and long-term illness/disability leave, medical accommodations, stay-at-work arrangements, and gradual and full-time return to work
• Support the employee orientation/onboarding process by gathering hiring documentation and coordinating required training
• Conduct exit interviews and prepare statistical information
• Support the region’s annual compensation review, including preparing the annual increase spreadsheet, and drafting and distributing the annual increase letters
• Administer the wellness allowance program by reviewing the eligibility of the activities employees wish to have covered and verifying purchase receipts and invoices
• Coordinate, communicate and participate in facilitating and delivering human resources programs and policies
• Support the implementation of human resources programs, policies, procedures and initiatives by providing training to managers, supervisors and employees across the region
• Establish and foster consultative relationships with managers, supervisors and employees, within the Human Resources Department and across DCC
• Develop and maintain effective relationships within DCC, and with industry, the Client-Partners and/or stakeholders
• Mitigate risks

Other

• Provide quarterly or ad hoc reports to the region
• Provide project management support to various human resources programs and initiatives
• Other duties as assigned

SKILLS

General and Specific Knowledge

• Best practices, methods, trends and legislation in human resources management, with a focus on innovative and client-focused human resources service delivery
• Corporate, government and legislative requirements
• Project management principles

Formal Education and/or Certification(s) and Experience

• Minimum: college diploma in human resources management or related field with five years’ relevant experience, or the equivalent
• Preferred: university degree in human resources management or related field and/or Certified Human Resources Professional designation

Abilities

• Use applicable computer software and operating systems
• Explain policy intricacies to employees and managers
• Demonstrate exceptional written and verbal communication skills
• Demonstrate strong capacity for developing solutions to complex problems
• Research and write reports, letters, presentations and training materials
• Apply project management techniques
• Develop consultative relationships with managers, supervisors and employees across the region

DEVELOPMENT AND LEADERSHIP

Provide functional advice and guidance to managers, supervisors and employees across the region

WORKING CONDITIONS

Typical office environment with occasional travel. The incumbent will be working out of the Regional Office in Montreal twice per week, with travel to our Head Office in Ottawa monthly. Travel to other sites within Quebec will be required as needed.

Check out your benefits

Working with us offers excellent opportunities for growth and advancement—and entitles you to one of the job market’s best benefits packages valued at between 25 and 30% of your salary.

Health and Wellness

• 100% employer-paid annual sick leave, and health and dental premiums
• $400 wellness allowance to help cover expenses such as a gym membership
• $2,500 for mental health services on top of regular $2,500 paramedical coverage
• Telus Virtual Health Care and $750 Health Care Spending Account for some expenses not covered under provincial plans

Home and Family

• Life, accidental-death, and short-term disability insurance
• Enhanced inConfidence employee and family assistance program
• Maternity and parental leave top-up plan to 93% of regular gross earnings for up to 37 weeks
• Flexible workplace options, including $400 allowance every two years, to support working from home

Leave and Retirement

• Public-service pension
• Comprehensive vacation and other paid-leave plans, along with deluxe travel benefit plans

To begin a career with Defence Construction Canada (DCC), you must be a Canadian Citizen or a permanent resident of Canada. As a condition of employment with DCC, a minimum reliability security status clearance is required and some roles may require secret security status clearance.

DCC is responsible for the Personnel Security Clearance process. Typically to be eligible for a "Reliability" clearance, you must have five years of verifiable background information and to be eligible for a "Secret" clearance, you must have 10 years of verifiable background information. The process usually involves reference inquiries, verification of qualifications, criminal records checks, and credit checks (as required) and may require fingerprints. For more information about obtaining a security clearance, please review the Standard on Security Screening.

The appropriate security clearance is a condition of employment and it is the candidate’s or employee’s responsibility to ensure, they are able to obtain and maintain their required security level clearance to begin or continue their employment with DCC. Failure to obtain or maintain, the appropriate level of security clearance means either the candidate or employee will not receive a job offer, the conditional offer will be rendered null and void or their employment will be terminated with cause. A thorough security clearance process will be applied to all candidates or employees considered for an appointment; this process includes inquiries, verifications and assessments regarding matters such as, but not limited to:

• criminal record checks
• reference checks
• previous employment
• open source checks
• credit/financial status

DCC's Code of Business Conduct (Code) is a condition of employment. It serves to enhance public confidence in the integrity of DCC Employees and provides clarity to Employees on a number of issues, including real or perceived conflicts of interest. Before applying to this (or any) position at DCC, candidates shall familiarize themselves with the Code, because new employees are required to certify that they have read, understood, and agreed to observe the Code upon commencing work at DCC. Employees are further required to review their obligations under the Code and notify the President's Office of any changes in their circumstances at the earliest possible opportunity, and to complete the Annual Update once a year.

Be part of a diverse and inclusive workplace!

At DCC, we are committed to ensuring everyone has a voice and can be their authentic selves in our workplace. We actively encourage applications from all, including but not limited to, women, Indigenous Peoples, persons with disabilities, visible minorities and members of the LGBTQ2+ community. We also welcome applications from those who are not Canadian citizens who are eligible to work in Canada and have at least 5 years of verifiable background information.

DCC’s goal is to provide barrier-free access to employment opportunities and workspaces for employees and candidates. If you require an accommodation for the recruitment/interview process (including alternate formats of materials, accessible meeting rooms or other accommodations), please let us know and we will work with you to meet your needs. Should you require accommodation, please email [e-mail].