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About the Role

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, collective agreements, legislation, and best practices. This role conducts threshold assessments, develops investigation plans, conducts interviews, gathers and assesses evidence, analyzes applicable policy and legislation, makes findings of fact, and prepares 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.

Responsibilities

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.
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.
Applies distinctions-based and culturally safe investigation approaches that respect First Nations, Métis and Inuit peoples.
Applies procedural fairness equitably rather than mechanically, recognizing that impartiality does not always require identical treatment of every participant.
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.
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.
Applies trauma-informed, anti-racist, anti-oppressive, culturally responsive and human rights-informed approaches throughout workplace investigations.
Uses effective communication, accommodation-aware practices, psychological safety tools and respectful interview techniques to engage with persons of diverse identities, abilities, backgrounds and experiences.
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.
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.
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.
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.
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.

Requirements

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 conducting a variety of workplace investigations (e.g., Code and non-Code workplace harassment, theft, fraud, reprisal, code of conduct etc.) in a unionized setting, preferably in the broader public sector or social service sector.
5 (five) years of progressive experience in Human Resources and Labour Relations in a unionized setting, preferably in the broader public sector or social service sector.
Demonstrated knowledge of human resource and labour relations practices, contractual obligations, collective agreements and labour and employment legislation (e.g., Ontario Labour Relations Act, Occupational Health and Safety Act, Workers Safety and Insurance Act, Human Rights Code, Employment Standards Act), and equity principles.
Demonstrated ability to identify how anti-Black racism, anti-Indigenous racism, systemic discrimination, intersectionality, racial trauma, institutional practices and power imbalances may affect the alleged conduct, available evidence and participants’ ability to engage in the investigative process.
Proficient in the use of Microsoft Word/Excel.

Skills

Workplace investigation
Human Resources
Labour Relations
Microsoft Word
Microsoft Excel
Critical thinking
Active listening
Trauma-informed interviewing
Credibility assessment
Data analysis
Document analysis
Research methods
Time management
Communication
Accommodation-aware practices
Psychological safety tools
Respectful interview techniques

Location

Toronto

Work Type

Full-time
Permanent
Hybrid

Experience Level

5+ years progressive experience conducting workplace investigations
5+ years progressive experience in Human Resources and Labour Relations

Education Level

Post-secondary education in Human Resources, Industrial Relations, Criminology or related field, or equivalent combination of education and experience

Salary/Compensations

$93,035.14 - $102,338.65

Benefits

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

About the Company

Toronto Community Housing Corporation (“TCHC”) is the largest social housing provider in Canada and the second largest in North America.
We are wholly owned by the City of Toronto and operate in a non-profit manner.
TCHC provides homes to over 41,000 low and moderate-income households in 88 of Toronto's neighbourhoods, with 93,000 tenants from many different backgrounds with a diversity in age, education, language, mental and physical ability, religion, ethnicity and race.
We are an essential part of the City of Toronto's fabric and social system.
Our over 2,000 employees work to achieve our vision of quality homes in vibrant communities where people are proud to live and work.

Equal Opportunity

We are committed to providing equal opportunity to all employees and strive to create a diverse workplace that reflects the cultural mosaic of our great city and the communities we serve.
TCHC is committed to diversity and inclusion within its community and encourages applications from Indigenous peoples, racialized persons/persons of colour, persons with disabilities, women, 2SLGBTQ+ persons, and others who can help us provide vibrant communities and make our city a great place to live.
Toronto Community Housing is committed to equity in employment.
Our goal is a diverse, inclusive, and barrier-free workplace that reflects the communities we serve.
We will provide reasonable accommodation to applicants with disabilities at all stages of the hiring process in accordance with the Ontario Human Rights Code, the Accessibility for Ontarians with Disabilities Act, 2005, and Toronto Community Housing’s Accessibility Policy.