Investigator

at  Dalhousie University

JOB SUMMARY

Reporting to the Director, Internal Audit Services, the Investigator is a specialist role with extensive expertise in post-secondary and unionized workplace investigations. They will conduct independent investigations on behalf of Human Rights & Equity Services (HRES) in matters involving reports under the university’s Statement on Prohibited Discrimination, Sexualized Violence Policy and Personal Harassment Policy (employees).

REQUIRED QUALIFICATIONS

• Undergraduate degree in a related discipline, such as human rights, human resources, juris doctor, with three to five years’ experience conducting investigations within large, complex, unionized organization into human rights discrimination, sexualized violence, and workplace harassment and bullying (or an equivalent combination of education and experience).
• A strong knowledge base in the Nova Scotia Human Rights Act, the Occupational Health and Safety Act, the Accessibility Act and related policies and guidelines.
• In-depth knowledge and demonstrated awareness of emerging human rights related issues including sexualized violence, unconscious bias, cultural competency, systemic racism, marginalization, power dynamics and their role in complaints resolution.
• Knowledge and competency in conducting trauma-informed investigations.
• Exceptional interviewing skills as demonstrated by one’s ability to be professional, compassionate, and empathetic.
• Ability to react quickly to changing situations, manage multiple priorities, meet tight timelines, and prioritize issues, carrying a sustained caseload.

• Investigate Reports submitted under the university’s Statement on Prohibited Discrimination, Sexualized Violence Policy and Personal Harassment Policy, that are referred for investigation, which may be complex, sensitive and highly visible, in accordance with legal requirements and administrative principles and processes, using a survivor-centric and trauma-informed approach.
• Perform duties as related to a timely, and fair process of investigation, including but not limited to developing an investigation plan to guide the steps of the process; determine what allegations or relevant facts are in dispute; identify potential sources of evidence; collect evidence from all appropriate sources [e.g., digital evidence, documentation]; conduct party and witness interviews.
• Prepare a final investigation report, setting out the allegations, evidence, assessments of credibility where applicable, relevant procedural matters, findings, consistent with current legislative requirements, policy provisions, and best practice. Forward findings to the appropriate university personnel as required by policy.
• Investigate and/or support concerns received via ConfidenceLine.
• Maintain complete records of all investigation activities and compile an annual report on investigation activities.