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Our client is seeking a talented HR Policy Advisor to lead the development and maintenance of HR policies and conduct fair, impartial workplace investigations. The HR Policy Advisor & Workplace Investigator partners closely with leadership and key stakeholders on sensitive employee relations matters, ensuring alignment with legislation, best practices, and organizational values. This role supports a respectful and well-governed workplace by ensuring people practices, compensation, and payroll services align with organizational values, compliance requirements, and operational needs.
Reporting to senior leadership, the Manager acts as an advisor, leads a dedicated HR and Payroll team, and supports leaders and staff through people-centred practices.
Responsibilities
Develop, review, and maintain HR policies and procedures to ensure alignment with employment legislation, human rights, health & safety, privacy, and organizational values.
Lead regular policy updates and support implementation through guidance, training, and communication with managers and staff.
Serve as a neutral point of contact for workplace complaints, including harassment, discrimination, bullying, and misconduct.
Assess complaints and determine appropriate resolution paths, including informal resolution, internal investigation, or external referral.
Plan and conduct fair, impartial workplace investigations, including interviews, evidence review, and detailed report writing.
Prepare clear investigation findings and recommendations while maintaining strict confidentiality and procedural fairness.
Track complaint trends, support risk mitigation strategies, and contribute to prevention and training initiatives.
Collaborate closely with HR leadership, internal stakeholders, and external advisors as required.
Qualifications
Bachelor’s degree in Human Resources, Law, or a related field; CHRP/CPHR or equivalent training preferred.
3–5+ years of progressive experience in HR, employee relations, policy development, and workplace investigations.
Strong working knowledge of Canadian employment law, human rights, occupational health & safety, and accessibility legislation.
Proven ability to research, draft, and interpret policies and conduct thorough, unbiased investigations.
Excellent written and verbal communication skills, with the ability to translate complex issues into clear guidance and reports.
High level of discretion, sound judgment, empathy, and attention to detail.
Proficiency with Microsoft 365, SharePoint, and virtual collaboration tools.
Experience in a not-for-profit or faith-based organization is an asset; bilingual (French/English) capabilities are a plus.
AI may be used to support certain administrative aspects of our recruitment process. However, all applications and resumes are reviewed by qualified human reviewers, and all screening and hiring decisions are made solely by the hiring team.
