About Toronto Community Housing Corporation

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.

Vacancy Type:

Full time Permanent

Salary/Hourly Range:

$93,035.14 - $102,338.65

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 to work some days at a TCHC work location and the rest of the time from home. The amount of time required to 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.

What you’ll need

- 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.

What’s next Once you apply, we’ll review your resume and contact you if we believe your skills and experience will make you successful in the role. If you are selected to move forward, the process will include one or more interviews and/or assessments and reference checks.

INDS

Thank you for your interest in Toronto Community Housing

We recognize that people bring experience and talent that goes beyond the technical skills and requirements of a job. If you possess similar experience that is close to what we’ve included in the job postings below, we encourage you to consider applying. We strongly believe that diverse experience, transferable skills, and passion are key!

Once you have submitted your application successfully, you will receive a confirmation email. We encourage you to check out our careers page often, as new opportunities become available on a regular basis.

Our commitment to equity, diversity and inclusion

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. We recognize the value that comes from different viewpoints, unique experiences and diverse perspectives of our employees, who bring fresh, new ideas to our business. Diversity plays a key role in our ability to deliver on our mission to provide clean, safe, well-maintained, affordable homes for tenants.

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. In an effort to ensure access to information for people with disabilities, we have noticed that some screen readers do not function properly with our job portal. If you are a person with a disability and are experiencing issues with our job portal and would like access to our job postings in an alternative format, please email your request to our People and Culture Division at [email protected].

Accessibility for applicants

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.

If you are a person with a disability and need the job posting in an alternative format or any other accessible accommodations during the hiring process, please email your request to our People & Culture department at [email protected] or call our accessible accommodations line at (416) 981 - 4119. Please refer to the job requisition number when you contact us.

We use AI technology through the use of pre-screening questions to assist in the screening process.

📌 Workplace Investigator (Toronto)
🏢 Toronto Community Housing or Toronto Seniors Housing
📍 Toronto