Human Resources Business Partner

Founded in 2000 by three former Royal Canadian Air Force (RCAF) CF-18 fighter pilots who identified an opportunity to improve military readiness training, Top Aces has since established itself as the world leader in contracted adversary air (ADAIR) services and joint terminal attack controller (JTAC) training.

We pride ourselves on our unblemished safety record, having flown an industry leading 130,000+ hours of operational training without accident in support of customers worldwide, including Canada, the U.S., Germany, and multiple other NATO allies and international partner nations.

Our vision is to be the most trusted provider of innovative defense training solutions, continuously elevating standards in an industry where "Experience Matters." This commitment to innovation and technology ensures we remain adaptable, training allied militaries to succeed against evolving threats.

Top Aces’ dynamic team contributes to delivering on our purpose of training the next generation of combat leaders by living our values of Service, Integrity, Excellence, and Together every day

Join our team

Position Summary

The Human Resources Business Partner serves as the lead HR partner for the France program and Netherlands Heavy Maintenance center. They are the primary Human Resources contact for local leaders, managers, and employees. The role provides strategic and hands-on HR support across the full employee lifecycle, oversees standard HR administration, and ensures local practices comply with French and Dutch labour requirements and company standards. The HRBP works in close collaboration with Headquarters to implement corporate HR processes and policies and to support annual programs including performance reviews, talent reviews, and salary reviews, compensation planning, and employee engagement initiatives.

Essential Duties and Responsibilities

• Serve as a trusted advisor to France and Netherlands based leaders and managers on workforce planning, organizational effectiveness, employee relations, performance management, talent development, engagement, and change management.
• Oversee and administer standard HR operations across the employee lifecycle, including recruitment coordination, onboarding, employment changes, promotions, transfers, leaves, employee documentation, and offboarding.
• Provide practical guidance on French and Dutch employment requirements, company policies, performance concerns, workplace investigations, disciplinary matters, and sensitive employee issues, engaging approved legal counsel when appropriate.
• Prepare, review, and maintain employment contracts, amendments, employee correspondence, personnel records, HR files, and required documentation using approved company templates and controls.
• Coordinate payroll inputs and employee changes and work with payroll, Finance, benefits providers, and external advisors to support accurate and compliant administration.
• Administer benefits, leaves, vacation processes, employee inquiries, and local HR programs in accordance with French and Dutch requirements and company standards.
• Support the annual budget process and quarterly reviews of manpower planning and forecasting.
• Support recruitment for France and Netherlands based roles in partnership with hiring managers and the Talent Acquisition team, including workforce planning, role definition, selection, offers, and onboarding.
• Maintain HR reporting, workforce data, compliance records, and key metrics to support operational reviews and business decisions.
• Promote a positive employee experience and demonstrate the company values of Service, Integrity, Excellence, and Together.

Headquarters Collaboration and Annual HR Processes

The HRBP will collaborate closely with Headquarters to ensure consistent governance, timely execution, and appropriate localization of corporate HR programs, including:

• Implementing corporate HR policies, procedures, systems, templates, and programs, with appropriate adaptation for legal and operational requirements.
• Support the annual performance review cycle, providing manager guidance, completion tracking, calibration support, and follow-up actions.
• Supporting succession planning, workforce planning, employee engagement surveys, and related action planning.
• Support the annual merit and salary review process, including employee data validation, manager support, recommendation review, approvals, employee communications,