Workplace Practices Advisor and Investigator

Air Canada; Dorval; On-site; CAD 70,000 - 100,000; Full time

Job summary

Air Canada is seeking a Workplace Investigator to support the Workplace Practices and Investigations Office across North America. The role focuses on low to moderate complexity investigations, intake, case management, and resolution processes to ensure fairness and timely outcomes.

The incumbent will interview stakeholders, gather evidence, prepare findings, and contribute to prevention initiatives while collaborating with HR, labor relations, and management. Bilingual English/French required.

Qualifications

• Minimum of three (3) years in investigations, complaint handling, or related field.
• Fluency in English and French (spoken and written).
• Experience with trauma-informed interviewing and workplace investigations.
• Ability to analyze evidence and synthesize facts with objectivity.

Responsibilities

• Review notices and plan investigations within defined scope.
• Interview parties, witnesses, and relevant individuals using neutral techniques.
• Gather, review, organize, and assess evidence from multiple sources.
• Prepare objective investigation findings based on evidence.
• Draft clear investigation reports and maintain confidential case records.
• Support senior investigators on high‑risk matters as needed.

Skills

Bilingual English/French

Investigative judgment

Interviewing & interpersonal skills

Analytical evidence synthesis

Policy and procedural fairness

Team collaboration

Education

Law/Paralegal/Labour relations degree

Relevant discipline degree

Job description

Being part of Air Canada is to become part of an iconic Canadian symbol, recently ranked the best Airline in North America. Let your career take flight by joining our diverse and vibrant team at the leading edge of passenger aviation.

The incumbent supports Air Canada’s Workplace Practices and Investigations Office (WPIO) in addressing workplace harassment and violence occurrences through fair, timely, impartial, and effective investigative and resolution processes. Reporting to the Director, Workplace Practices and Investigations – North America, the incumbent manages workplace investigations of low to moderate complexity, facilitates negotiated resolution and conciliation processes, supports intake and case management functions, assists senior investigators on complex, sensitive, or high-risk matters, and contributes to workplace harassment and violence prevention, education, and awareness initiatives.

Responsibilities

Investigation Functions

Investigation Planning and Assessment

• Review notices of occurrence and available information to identify issues requiring investigation and develop an appropriate investigative plan
• Determine relevant sources of evidence, identify evidentiary gaps, scope considerations, and potential risks, and eliminate concerns as appropriate.
• Conduct investigations within the approved mandate and maintain appropriate investigative scope.

Fact-Finding and Evidence Gathering

• Conduct workplace investigations of low to moderate complexity in accordance with WPIO procedures, principles of procedural fairness, and investigative best practices.
• Interview principal parties, responding parties, witnesses, and other relevant individuals using effective, neutral, and trauma-informed interviewing techniques.
• Gather, review, organize, and assess relevant testimonial, documentary, electronic, physical, and other evidence.
• Identify inconsistencies, corroboration, evidentiary gaps, and areas requiring further inquiry.
• Ensure parties are provided a fair opportunity to respond to relevant information where required by the investigative process.
• Support senior investigators on complex, sensitive, high-risk, or high-profile matters, as required.

Analysis and Findings

• Analyze and synthesize evidence to identify material facts, assess credibility and reliability, and determine findings based on the totality of the evidence.
• Prepare chronologies, evidence summaries, and other analytical tools to support investigations.
• Make objective, evidence-based findings in accordance with the balance of probabilities standard.
• Identify material evidentiary gaps and seek guidance from senior investigators when required.

Reporting and Case Management

• Prepare clear, objective, and well-supported investigation reports.
• Maintain complete, accurate, confidential, and defensible case records within the WPIO case management system.
• Manage assigned investigations proactively, document key investigative activities and decisions, and adhere to established timelines and milestones.
• Participate in quality assurance processes and incorporate feedback to support continuous improvement.
• Escalate issues that may affect the fair, timely, or effective completion of an investigation.

Intake And Resolution Functions

• Receive and respond to notices of occurrence and other workplace harassment and violence concerns.
• Provide clear, accurate, neutral, and accessible information regarding available resolution processes and options.
• Facilitate negotiated resolution and conciliation in accordance with WPIO procedures and established role boundaries.
• Maintain appropriate boundaries between investigative, resolution, and advisory functions while preserving WPIO neutrality and independence.
• Identify and elevate matters involving safety concerns, retaliation risks, conflicts of interest, significant power imbalances, or other factors that may affect process integrity.
• Collaborate with managers, Human Resources, Labour Relations, union representatives, workplace committees, and other stakeholders, as appropriate, while maintaining confidentiality, neutrality, impartiality, and independence.

Case Management and Prevention Initiatives

• Maintain accurate, complete, and up-to-date case records within the WPIO case management system.
• Monitor assigned files against established timelines and milestones and proactively support file progression.
• Support data collection, case tracking, trend analysis, and reporting to inform prevention and continuous improvement initiatives.
• Identify emerging trends, risks, and opportunities to support workplace awareness, prevention, and culture improvement.
• Participate in workplace harassment and violence prevention, education, awareness, and training initiatives.
• Support workplace climate assessments and other prevention-related activities, as required.
• Participate in team meetings, case consultations, peer learning, and professional development activities.
• Contribute to special projects and other WPIO initiatives, as assigned

Qualifications

• Minimum of three (3) years of relevant experience in investigations, complaint handling, employee relations, workplace conflict resolution, mediation, labour relations, human resources, law, or a related field.
• Diploma or degree in Law, Paralegal Studies, Labour Relations, Industrial Relations, Human Resources, or another relevant discipline.
• Fluency in spoken and written English and French.
• Training or experience in trauma-informed interviewing, workplace harassment and violence investigations, or related investigative methodologies.
• Demonstrated ability to analyze and synthesize testimonial, documentary, electronic, and other evidence, including identifying relevant facts, inconsistencies, corroboration, and evidentiary gaps.
• Demonstrated investigative judgment, including the ability to distinguish material from immaterial information, identify when further inquiry is required, recognize the limits of one's mandate or expertise, and escalated complex or sensitive issues appropriately.
• Interviewing and interpersonal skills, including the ability to establish rapport, ask effective and appropriately probing questions, manage difficult conversations, and interact professionally with individuals involved in sensitive or high-conflict matters.
• Demonstrated understanding of, and ability to apply, principles of procedural fairness, neutrality, impartiality, confidentiality, and objective decision-making.
• Knowledge of the Canada Labour Code, the Workplace Harassment and Violence Prevention Regulations, the Canadian Human Rights Act, and other relevant workplace legislation, or the demonstrated ability to quickly acquire and apply such knowledge.
• Demonstrated ability to prepare organized, objective, concise, and well-reasoned reports and professional correspondence.
• Demonstrated ability to handle highly sensitive personal, medical, labour relations, and workplace information with discretion, sound judgment, and strict confidentiality.
• Strong organizational, communication, and time-management skills, with the ability to manage multiple files, prioritize competing demands, meet established timelines, and proactively identify barriers to timely completion.
• Collaboration skills and demonstrated ability to contribute effectively within a multidisciplinary team while maintaining independence.
• Ability to receive, incorporate, and apply feedback arising from coaching, quality assurance, and professional development activities.

Assets

• Experience using Microsoft Copilot or other approved productivity technologies.
• Airline or transportation industry experience.
• Workplace investigation training and/or a recognized investigation certification.
• Training or experience in trauma-informed interviewing, workplace harassment and violence investigations, or related investigative methodologies.
• Mediation training, accreditation, or certification.
• Experience conducting legal, legislative, policy, regulatory, or jurisprudential research and applying findings to workplace matters.
• Experience in a unionized and/or federally regulated workplace.
• Experience supporting labour arbitrations, grievance proceedings, administrative proceedings, or other adjudicative processes.
• Experience handling sensitive, high-conflict, or complex workplace matters.
• Experience conducting workplace climate assessments.
• Experience delivering workplace training, awareness, or prevention initiatives.

Conditions Of Employment

Candidates must be eligible to work in the country of interest at the time any offer of employment is made and are responsible for obtaining any required work permits, visas, or other authorizations necessary for employment. Prior to their start date, candidates will also need to provide proof of their eligibility to work in the country of interest.

Linguistic Requirements

Bilingual (English and French)

Diversity and Inclusion

Air Canada is strongly committed to Diversity and Inclusion and aims to create a healthy, accessible and rewarding work environment which highlights employees’ unique contributions to our company’s success.

As an equal opportunity employer, we welcome applications from all to help us build a diverse workforce which reflects the diversity of our customers, and communities, in which we live and serve.

Air Canada thanks all candidates for their interest; however only those selected to continue in the process will be contacted.