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About Air Canada's HRHO
As a company, Air Canada ensures that its employees work in an environment that is free from harassment and violence. The Human Rights and Harassment Office (HRHO) was established as a confidential, independent, and impartial office to oversee the resolution process by receiving, treating, and resolving all occurrences of harassment and violence, including sexual harassment, sexual violence, discriminatory harassment, and domestic violence. It acts as Air Canada's Designated Recipient and devotes its resources to preventing harassment and violence in the workplace through sensitivity and awareness training.
The incumbent will lead highly sensitive and complex workplace investigations and are responsible for overseeing that investigations are completed accordingly. The incumbent must have knowledge and experience applying federal legislation, such as the Canada Labour Code, the Work Place Harassment and Violence Prevention Regulations, and the Canadian Human Rights Act. They will act in a neutral and unbiased capacity and conduct investigations promptly and thoroughly, as required by the HRHO. While they will work autonomously, the HRHO is committed to providing training and support in a collegial and team-focused environment. This is a full-time permanent position that supports the HRHO and reports to the Director, Human Rights and Harassment - Canada (Director). The incumbent could work in a hybrid arrangement.
Key Functions and Accountability:
- Review and assess the allegations and determine the scope of the investigation. Schedule and conduct in-person and/or virtual interviews, as appropriate.
- Collect relevant evidence that is in line with the scope of the investigation from all sources, and ability to assess the evidence.
- Responsible for professionally drafting, detailed, clear, and concise investigation reports in line with the HRHO directives, federal legislation, and Air Canada policies.
- Responsible for including in the investigation report credibility assessments, factual and policy analyses, conclusions, and recommendations to eliminate or reduce the risk of occurrences of harassment and/or violence in the workplace.
- Responsible for the investigation from start to finish, including the findings noted in the investigation report, and accountable for providing substantiated and concise documentation for each case file that is clear and properly representative of the facts and can be easily used by all decision makers.
- Have oversight of the investigation process, including any legal requirement covered under said process. This may include meetings, interviews with participants (including the principal parties, responding parties and witnesses) and preparing any necessary documentation needed for the investigation process to be properly followed.
- Knowledge of relevant notions in law and the ability to research jurisprudence and include, where appropriate, in the investigation report.
- Participate and testify in legal proceedings, as required.
- Work with local management following the completion of an investigation, to obtain updates of the parties and conduct a follow-up regarding the implementation of recommendations made in the investigative report.
- Provide guidance to managers and other stakeholders as required on issues of misconduct and other related concerns.
- Provide coaching, training, guidance, and expertise to employees (unionized and/or management), on information contained in applicable workplace policies, and on specific issues related to harassment and violence, and workplace misconduct.
- Provide guidance and education to various departments, such as legal, labour relations, human resources, and corporate safety, including health and safety and policy committees, on topics related to harassment and violence in the workplace, and workplace misconduct.
- Develop, contribute, and participate in appropriate work-related initiatives that promote a work environment free of harassment and violence, and bring awareness about the HRHO's role.
- Collaborate with applicable parties to make recommendations and implement reasonable supportive measures in the resolution of notices of occurrence.
- Deliver presentations, training and other educational programming to local management and employees.
- Participate in the collection of data and in the build of robust case files in preparation for reports, presentations, and other publications required by law.
- Maintain a high level of cultural competence, overall responsiveness, attention to detail, and the ability to exercise excellent and unbiased judgment and reasoning, free from any conflict of interest.
- Continuously identify and integrate best practices in related regulatory investigation fields.
- Perform special projects and other duties, as assigned.
- A minimum of five (5) years experience in conducting investigations, preferably on harassment and violence.
- Successful completion of a Diploma of College Studies (DES), an undergraduate or Master's degree at a Canadian university in Law, Labour Relations, Industrial Relations, Social Sciences, Psychology, Human Resource Management, or a related field.
- Proficient in both English and French (oral and written).
- Strong grasp of rules of evidence, fact-finding, and analytical/ evidence assessment skills.
- Ability to synthesise large quantities of information and identify relevant information and facts; impeccably detail oriented.
- Ability to prepare detailed, clear, and concise reports.
- Excellent interpersonal skills and written and verbal communication skills; strong client management skills and service oriented.
- Ability to prioritize competing demands and deadlines in a fast-paced environment.
- Ability to work autonomously and be a strong team player.
- Ability to maintain strict confidentiality, high professionalism, and tact in communication.
- Interest in and commitment to continuous learning.
- Computer literate (e.g.: M/S Office application, Adobe Acrobat Pro).
- Ability to travel, as required.
Desirable Qualifications (Assets):
- Labour arbitration/litigation experience.
- Knowledge of Canadian legislation on harassment and violence, including the Canadian Human Rights Act, the Canada Labour Code and the Work Place Harassment and Violence Prevention Regulations.
- Experience handling sensitive matters.
- Investigation training, trauma-informed training, mediation training or any other training that is relevant to the role.
- Knowledge of principles and practices of labour relations, security, safety, and worker's compensation.
- Experience working in a large corporation.
- Airline experience.
Conditions of Employment:
Based on equal qualifications, preference will be given to bilingual candidates.
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.