Workplace Investigator

Toronto Community Housing Corporation; Toronto; Hybrid; CAD 93,000 - 112,000; Full time

Benefits offered by this job

Three weeks vacation

Four paid personal days

Defined benefit pension with OMERS

Health and dental benefits

Employee and family assistance

Maternity and parental leave top up

Tuition reimbursement

Fitness membership discount

Job summary

Toronto Community Housing Corporation is hiring a Workplace Investigator in Toronto to lead investigations into employee misconduct, harassment, discrimination and policy breaches within a People & Culture framework.

Responsibilities include intake, planning, conducting interviews, evidence gathering and reporting with a trauma-informed, equity-driven approach on a hybrid schedule that blends on-site and remote work.

Qualifications

• Post-secondary education in Human Resources, Industrial Relations, Criminology or related field, or equivalent.
• 5 years of progressive experience in investigations or related roles.
• Knowledge of equity, anti-racism and human rights principles in workplace investigations.

Responsibilities

• Investigate allegations of employee misconduct, harassment, discrimination, reprisal, violence and policy breaches.
• Conduct threshold assessments, planning, interviews, evidence gathering and reporting.
• Prepare clear, neutral, thorough investigation reports and ensure confidentiality and fairness.

Skills

Investigation skills

Interviewing

Equity and human rights

Trauma-informed

Analytical thinking

Communication

Education

Post-secondary education in Human Resources/IR/Criminology

Job description

Vacancy Type: Full-time Permanent

Salary/Hourly Range: $93,035.14 - $111,642.17

Work Details (Days/Hours): Monday – Friday, 36.25 hours per week

Hybrid Eligible Yes

Affiliation Non-Union: Management/Exempt

Division and Department People and Culture

Number of Vacancies 1

Existing/New Job Existing

Grade 06

Vacancy Status Existing Vacancy

Candidate List or Eligibility List Candidate List

What we offer

In addition to a competitive salary and a rewarding career where you can truly make a difference, we offer a comprehensive benefits package that meets the various needs of our diverse employees, including:

• Minimum three (3) weeks of paid annual vacation days, increasing with years of service;
• Four (4) paid personal days;
• Defined benefit pension plan with OMERS, includes 100-per-cent employer matching;
• Health and dental benefits, including a health spending account available upon your start date;
• Employee and family assistance program;
• Maternity and parental leave top up (93% of base salary);
• Training and development programs including tuition reimbursement of $1500 per calendar year.
• Fitness membership discount;

Hybrid Job:

This job offers the opportunity to work from home as part of a hybrid work arrangement. This arrangement will allow you toworksome days at a TCHC work location and the rest of the time from home. The amount of timerequiredto work at a TCHC work location is flexible, while considering operational and service delivery requirements.

Make a difference

The Workplace Investigator is responsible for investigating allegations of employee misconduct, workplace harassment, discrimination, reprisal, violence, policy breaches, and other workplace concerns in accordance with TCHC policies, applicable collective agreements, legislation, and workplace investigation best practices. As part of the Employee and Labour Relations Team within People & Culture, the position conducts threshold assessments, develops investigation plans and terms of reference, identifies the scope and mandate of investigations, conducts fair and respectful interviews, gathers and assesses relevant evidence, analyzes applicable policy, collective agreement and legislative requirements, makes findings of fact on an objective and evidence-based basis, and prepares clear, thorough, neutral and well-supported investigation reports. The role carries out investigations in a timely, impartial, procedurally fair, confidential, trauma-informed and culturally responsive manner, applying an equity, anti-Black racism and human rights lens while maintaining neutrality and avoiding assumptions, bias or prejudgment.

What you’ll do

Investigation Intake, Planning and Execution

• Supports and conducts assigned components of the workplace investigation process from complaint intake to conclusion, including triage, threshold assessment, scoping, investigation planning, interviews, evidence gathering, analysis, credibility assessment, findings and reporting for complex workplace issues, including harassment, discrimination, reprisal, inappropriate conduct, workplace violence and other alleged misconduct or breaches of TCHC policies, collective agreements or legislation. Applies a demonstrated understanding of anti-Black racism throughout the process, recognizing that it may be explicit or subtle and may arise through individual conduct, racial stereotypes, organizational culture, institutional practices, differential application of policies, or patterns of cumulative disadvantage.
• Conducts research into assigned areas ensuring that such research takes into account developments within the field, corporate policies and practices, legislation and initiatives by other levels of government.
• Investigates complex allegations of workplace misconduct or wrongdoing for unionized and non-unionized staff across the organization, including fraud, conflict of interest, theft, maladministration, harassment, discrimination, reprisal, nepotism, cronyism, substance-related concerns, unethical behaviour, workplace violence, breaches of workplace standards and other conduct concerns. Ensures allegations are reviewed and analyzed through a fair, neutral, timely, evidence-based and policy-grounded process, with attention to fact-finding, procedural fairness and detail.

Equity, Human Rights and Culturally Responsive Practice

• Applies distinctions-based and culturally safe investigation approaches that respect First Nations, Métis and Inuit peoples by avoiding pan-Indigenous assumptions and supporting participant-led cultural or community supports where requested and appropriate.
• Applies procedural fairness equitably rather than mechanically, recognizing that impartiality does not always require identical treatment of every participant. Identifies and appropriately addresses relevant barriers, accessibility requirements, cultural considerations, racialized power imbalances and participation needs while maintaining a neutral, confidential and evidence-based investigative mandate.
• Exercises essential investigative skills, including critical thinking, active listening, trauma-informed interviewing, credibility assessment, data and document analysis, rigorous research methods, and effective time management to ensure investigations are thorough, impartial, unbiased, timely, well documented and capable of withstanding internal, arbitral, tribunal or court scrutiny.
• Conducts credibility and reliability assessments without relying on racialized assumptions or stereotypes concerning demeanor, communication style, emotional expression, accent, tone, confidence, perceived professionalism, authority, cooperation or trustworthiness. Assesses testimony within the full factual, cultural, organizational and power context, while relying on relevant and probative evidence.
• Applies trauma-informed, anti-racist, anti-oppressive, culturally responsive and human rights-informed approaches throughout workplace investigations, recognizing that participants may have different lived experiences, communication needs, accessibility needs, trauma histories or emotional responses, while maintaining investigator neutrality, procedural fairness and an evidence-based mandate.
• Uses effective communication, accommodation-aware practices, psychological safety tools and respectful interview techniques to engage with persons of diverse identities, abilities, backgrounds and experiences, including individuals who may be distressed, distrustful, guarded, or have heightened emotional responses because of the alleged incident, disability, trauma, prior experience of discrimination, institutional distrust or systemic barriers.

Evidence Assessment, Reporting and Records

• Conducts on-site and or virtual interviews and gathers evidence at various work locations.
• Maintains accurate, complete and well-organized investigation records, including detailed interview notes, meeting minutes, documentary evidence, electronic and hardcopy records, chronology reports, file summaries, correspondence, disclosure materials and other investigation-related documentation. Ensures records are consistently labelled, securely maintained, readily retrievable, and managed in accordance with TCHC record-keeping practices, confidentiality requirements, privacy obligations and litigation or adjudicative needs.
• Assesses the evidence, applies credibility analysis where required, and makes findings of fact based on the balance of probabilities, the applicable factual record, and relevant policies, procedures, collective agreement provisions or legislation. Prepares detailed reports, confidential communications and briefings that clearly distinguish facts, evidence, analysis, findings and any applicable policy conclusions.
• Develops investigation plans, terms of reference, interview plans, evidence lists, findings reports and related communications with input from the Manager, Employee and Labour Relations, as appropriate, to ensure the investigation process is consistent, fair, well scoped, legally defensible, confidential and aligned with TCHC standards.

Stakeholder Communication and Proceedings

• Works collaboratively with internal partners, management, union representatives where applicable, law enforcement agencies and legal counsel to exchange information on a need-to-know basis, preserve confidentiality, support procedural fairness, and ensure investigation-related communications are accurate, respectful and appropriately documented.
• Testifies and gives evidence regarding workplace investigations in legal or adjudicative proceedings, including arbitration, Human Rights Tribunal of Ontario proceedings, criminal proceedings, civil litigation or other forums, as required.

Knowledge, Training and Organizational Support

• Maintains current knowledge of collective agreements, TCHC policies, practices, legislation, standard operating procedures, workplace investigation principles, research, tools and interviewing techniques that inform fair, effective and legally defensible investigations.
• Represents TCHC on corporate initiatives and committees related to investigations, respectful workplace, human rights, equity, health and safety, and other related matters.
• Develops and delivers education, guidance and training on workplace investigation policies, procedures and best practices, including procedural fairness, confidentiality, trauma-informed interviewing, anti-racist and anti-oppressive practice, documentation standards, evidence handling, neutrality and the role of participants in the investigation process.
• Models and contributes to an environment that supports equity, inclusion, dignity, respect, psychological safety and organizational change. Provides subject matter expertise and consultation to management and employees on rights, responsibilities, roles and expectations within the investigation process, while reinforcing procedural fairness, neutrality and confidentiality.
• Maintains and applies advanced working knowledge of human rights, anti-racism and equity principles relevant to workplace investigations, including individual, interpersonal, systemic and institutional dimensions of anti-Black racism; racial stereotyping and coded language; intersectional discrimination; racial harassment; reprisal; accommodation; accessibility; anti-Indigenous racism; gender identity and expression; disability-related considerations; cultural responsiveness; and the effects of power imbalances, racial trauma and lived experience on participation and evidence.
• Applies an equity and human rights lens when assessing allegations, planning interviews, communicating with participants, identifying relevant evidence and preparing findings, while preserving the investigator’s duty to remain neutral, impartial,
• Handles sensitive workplace issues and personal information in a responsible, professional and confidential manner, disclosing information only where necessary for the investigation, corrective action, legal compliance, safety, or another legitimate business purpose.

Whatyou’llneed

• Post-secondary education in Human Resources, Industrial Relations, Criminology or other related educational field, or the equivalent combination of education and experience.
• 5 (five) years of progressive experience