Job Description

Job Requisition Id: 171466
Business Function: Labour Relations
Primary City: Toronto
Other Location(s):
Province: Ont. - GTA
Employment Type: Full-Time
Employment Status: Permanent
Language Requirement: English Essential
Employee Class and Level: CPMGB02
Number of Vacancies 1
Job Closing Date (MM/DD/YYYY): 08/06/2023

All qualified candidates will be considered however preference will be given to Indigenous people (First Nations, Metis or Inuit) or persons with a disability. This is a special measure employment equity initiative and candidates from this group who wish to qualify for preferential consideration must self-identify.



The Advisor, Human Rights, Workplace Harassment and Violence leads complex and sensitive complaint investigations by impartially and objectively conducting interviews, gathering and analyzing evidence, assessing credibility and documenting and articulating findings and recommendations. As the subject matter expert, the Advisor provides advice to clients and business partners on the handling of formal and internal Human Rights and Workplace Harassment and Violence complaints. The Advisor negotiates and conciliates settlements of Human Rights and Workplace Harassment and Violence complaints, analyzes and writes investigation and conciliation reports, analyzes statistics derived from these activities and provides informed recommendations for resolution. The Advisor undertakes accommodation requests, provides advice and guidance regarding grievances and other matters related to Human Rights and Workplace Harassment and Violence that originate from employees, customers, and other sources. Acts as the liaison with the Canadian Human Rights Commission (CHRC), Employment and Social Development Canada (ESDC) and other external agencies.

Job Responsibilities

Below are the main job requirements and responsibilities for the Advisor, Human Rights, Workplace Harassment and Violence.

1. Leads the resolution of complex and confidential Human Rights and Workplace Harassment and Violence complaints by conducting unbiased and fair investigations on internal complaints and formal and pre-emptive complaints received through the CHRC or other designated recipients. Conducts interviews, gathers and analyzes evidence, assesses credibility, documents findings, provides recommendations and writes formal investigative reports with determative findings in accordance with established legal practices, policies and collective agreements.

2. Reviews and analyzes internal and divisional investigation reports on Human Rights and Workplace Harassment and Violence complaints and determines appropriate actions, including assigning a mandate to an Investigator.

3. Partners and collaborates with Legal Affairs, Labour Relations, and other functions to undertake accommodation requests and provide advice and guidance regarding grievances and other matters related to Human Rights and Workplace Harassment and Violence that originate from employees, customers, and other sources. Facilitates early and timely resolution of disputes and ensures compliance with all relevant legislation, policies and collective agreements.

4. Represents the Corporation in a variety of legal settings and participates, defends and provides testimony to support the outcome of the investigation (e.g., arbitration hearings, Canadian Human Rights Commission).

5. Acts as the Subject Matter Expert on Human Rights and Workplace Harassment and Violence matters. Provides advice and guidance to Senior Management, Business Partners, Team Leads and internal and external stakeholders regarding Human Rights and Workplace Harassment and Violence complaints.

Job Responsibilities (continued)

6. Keeps abreast of changes to legislation and regulation and remains informed of all policies, procedures, standards and guidelines, as well as relevant collective agreements and industry best practices related to Human Rights and Workplace Harassment and Violence. Provides input on corporate policies and procedures to ensure compliance with the CHRC and ESDC requirements, as well as Canadian legislation and jurisprudence in the areas of Human Rights and Harassment and Violence. Liaises with CHRC, Network of Corporate Human Rights Practitioners, ESDC and other external agencies, organizations, committees and associations.

7. Participates in conciliating settlements of Human Rights complaints with the CHRC. Prepares conciliation reports and corporate positions for submission to the CHRC.

8. Assesses Human Rights and Workplace Harassment and Violence complaints at the investigation stage to identify suitable Investigators based on case specifics (i.e., relationship between parties, complexity, number of parties implicated, involvement of other dispute resolution processes, gender, language of request, etc.). Receives, prepares and provides relevant information and documentation to the selected Investigator. Manages external investigation vendor operational activities, such as referrals, communications, and payments. Ensures compliance to contract requirements and assumes vendor on-boarding and off-boarding.

9. Facilitates the effective reporting of workplace harassment and violence investigations. Receives investigator reports, completes redactions based on disclosure agreements with parties and prepares executive summary reports for the Policy Committee. Maintains detailed confidential records of investigations and inquiries. Prepares high quality, investigation reports and makes recommendations, in accordance with relevant legislation and case law.

10. Collaborates with internal stakeholders to promote visibility and awareness of Human Rights and Workplace Harassment and Violence through various communications mediums. Contributes to the development of training and communication tools to support the requirements of internal/external audits and agreements.

11. Analyzes, prepares and provides reports and determinative interpretations of Human Rights and Workplace Harassment and Violence issues to management, other corporate functions and stakeholders for the purpose of risk management and prevention.

Qualifications

Education

• Post-secondary degree or diploma in Industrial Relations, Law, Human Rights, Dispute Resolution, or equivalent combination of education and experience

• Law degree (LLB or JD) is considered an asset

Experience

• Two or more years\' experience in Human Rights, Complaint Investigation/Dispute Resolution, Labour Relations or similar work experience

• Knowledge and experience in investigation and alternative dispute resolution (ADR) principles for conflict resolution.

• Considerable knowledge of related legislation (Canada Labour Code-Occupational Health & Safety, Canadian Human Rights Code and other applicable federal legislation), contractual obligations including administration of Collective Agreements, and industry best practices.

Other Candidate Requirements

• Highly developed communication, presentation and human relations skills with the ability to communicate persuasively and effectively at all organizational levels.

• Strong analytical skills to assess the relevance of evidence and ability to exercise sound judgment.

• Ability to exercise discretion, remain impartial and work with autonomy.

• Influence/Negotiation skills

• Decision making abilities

• Information gathering abilities

Other Information

Safety Sensitive Positions
This position may be considered a Safety Sensitive position and has additional requirements under Canada Post\'s Substance Use Policy.

Employment Equity

Canada Post will represent Canada\'s diversity and provide a safe and welcoming workplace that embraces and celebrates our differences. We are committed to employment equity and encourage applications from women, Indigenous People, persons with disabilities and visible minorities.

Disability is defined as a persistent or episodic physical, sensory, or mental health condition and/or functional limitation. Disability includes both visible and hidden conditions and/or limitations that may impact vision, hearing, mobility, flexibility, dexterity, pain, learning, developmental, mental/psychological, and memory.

Conflict of Interest
The Conflict of Interest Policy prohibits employees from hiring, supervising or reporting to, directly or indirectly via the reporting hierarchy, their immediate family or close personal relations. Should you feel that you may be in an actual or potential Conflict of Interest in regard to this job opportunity, you must communicate with the designated Human Resources representative.

Accommodation

Canada Post is committed to providing an inclusive and barrier-free work environment, starting with the hiring process. If you are contacted by Canada Post regarding a job opportunity, please advise if you have any restrictions that need to be accommodated. All information received in relation to accommodation will be kept confidential.

Important Message
Your application must clearly demonstrate how you meet the requirements as Canada Post cannot make assumptions about your education and experience. We thank all those who apply. Only those selected for further consideration will be contacted.

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Our values
Our Values have three dimensions: \xe2\x80\x9cWe matter as individuals, We matter to one another, We matter to our country\xe2\x80\x9d
TRUST
I earn the trust placed in me every day, and I trust that my safety and well-being are everyone\'s top priority.
We do our best work when we trust each other.
We value the trust Canadians have in us, and understand it is earned with every decision and interaction.
RESPECT
I understand respect is the foundation of a successful workplace.
We respect each other as colleagues and treat each other as we would like to be treated.
We respect our country and the communities we serve, and understand we have a responsibility to be a positive force for change.
DELIVER
I challenge myself to safely deliver every day because what I do matters.
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Delivering a stronger Canada for Canadians is at the heart of what we do

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