Requisition number
203195E
Date posted
08/21/2026
Practice Lead, Workplace InvestigationsHR Labour Relations
Vancouver, BC
Reporting to the Executive Director, Workplace Health, Safety, and Labour Relations, the Practice Lead, Workplace Investigations is responsible for planning, developing, and implementing a proactive, robust and sustained approach to Workplace Investigations at PHSA, including the Respectful Workplace Program (RWP), in collaboration with Workplace Health, Safety and Labour Relations leadership, HR Services , Indigenous Health/Recruitment and Employee Experience, and Diversity, Equity and Inclusion. This includes reviewing the Workplace Investigations and RWP processes to ensure compliance with legislated requirements, collective agreement provisions, and PHSA policies; inclusion of BIPOC perspectives and anti-racist principles and the commitment to related education strategies; and consideration of the impact of organizational culture, structural racism and norms on behaviour. This role provides support to Human Resources Business Partners (HRBPs) in the development and livery of training to leaders, physicians, staff, and others. In partnership with Indigenous Health and Indigenous Recruitment & Employee Experience team, this role supports the application and integration of Indigenous knowledge and cultural safety within workplace investigation processes and practices. The Practice Lead, Workplace Investigations provides expertise, support, and education in all aspects of Workplace Investigations, including RWP to HR Business Partners to support in the delivery of workplace investigation best practices and standardized processes, including RWP, to leaders, physicians, staff, and volunteers to facilitate resolutions to difficult workplace matters, including guidance and support on complex investigations, and performs investigations as required. The Practice Lead, Workplace Investigations is engaged by HR Services Manager and/or Director on all escalations to Legal Services or external investigators. This role is responsible for the development, implementation, monitoring and maintenance of workplace investigation best practices, including standardized documents, processes and templates; implementation and management of a documentation and tracking system of incident information to perform analysis and metrics reporting and providing
recommendations to support workplace culture or organizational changes needed to promote psychological safety and a thriving culture within PHSA.
What you'll do - Plan, develop, lead, evaluate, and implement a proactive, robust, and sustained approach to workplace investigations within PHSA, including the Respectful Workplace Program, and any related policies, practices, procedures, training and educational materials, in collaboration with the LR and HR Service leadership and other People and Culture teams, to support and maintain where possible, a standardized approach to workplace investigations, including standardized tools, templates, policies, processes, procedures.
- Ensure the investigation processes are consistent with applicable Collective Agreements in partnership with Labour Relations, Human Resources and the Legal Departments.
- Ensure the integrity, neutrality, and confidentiality of all workplace investigations
- Apply trauma-informed, psychologically safe, culturally safe, and anti-racist principles in all investigative and training activities.
- Provide advice and guidance where needed to HR Business Partners and LR consultants regarding the application and interpretation workplace investigation best practices, and the application of the RWP, Respectful Workplace Policy and related policies, human rights legislation, Indigenous Cultural Safety and anti-racism, harassment, discrimination and collective agreement provisions. This includes guidance on clarifying conversations, workplace investigation best practices, psychological health and safety and trauma informed investigation practices, dispute resolution and approaches for resolve. Perform workplace investigations as required.
- Is engaged by HR Managers and HR Directors on respectful workplace incident reports made to HR that may require escalation to Legal Services or an external investigator and work in collaboration with HR Business Partners and Labour Relations on overall strategy and on the incident reports.
- Overall ownership of management, maintenance, and iterative improvement of systems for tracking incident intake, triage, and assignment of incident reports made through [email protected], including reports investigated by HR Services and reports escalated to Legal Services. Ensure documentation and investigative findings are available to required parties. Maintain decision and precedent logs for investigations including any discipline or educational resolutions.
- Perform trending and analysis of incident information and makes recommendations to the Executive Director regarding Program or Department specific interventions and enhancements to the overall workplace investigation processes, and related policies, procedures and education as needed to reflect changes in regulatory requirements and best practice.
- Collaborate with both internal and external partners to develop a consultative approach to mutual problem solving, enhancing communication, proactively anticipating and resolving issues, and supporting the implementation of required changes.
- Monitor budgets and expenditures related to external investigators and contractors; complete variance and budget expenditure analysis and reporting. Collaborate and liaises with legal counsel as required, to provide direction and oversee independent investigators.
- Critically assesses current systems and process to ensure optimum use of resources towards achieving a fair, transparent, and efficient workplace investigations program at PHSA.
- Conduct Investigations as required on more complex cases.
What you bringQualifications
- A level of education, training and experience equivalent to a Bachelor's degree in Human Resources, Labour Relations, Workplace Health & Safety, or related field and seven (7) to ten (10) years' recent related experience, including a minimum of three (3) years' experience in conducting workplace investigations. Completed or is expected to complete the San'yas Indigenous Cultural Safety training, Anti-Indigenous Racism Response Training (ARRT) and PHSA Indigenous Cultural Safety & anti-racism training. Awareness of and commitment to learning and understanding the Truth & Reconciliation Commission's 94 Calls to Action (2015), In Plain Sight Report (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019) and Reclaiming Power and Place Final Report and Calls for Justice (2019), and how they intersect across the health care system.
- Demonstrated knowledge of the historic and ongoing impacts of settler colonialism on Indigenous Peoples in social and health contexts, including supported by significant knowledge of Indigenous-specific mandates, including clear understanding of and commitment to eradicate Indigenous-specific racism and discrimination and embed Indigenous Cultural Safety and Humility.
- Demonstrate comprehensive knowledge of the historic and ongoing impacts of settler colonialism and systemic racism on Indigenous Peoples within social and health contexts. This includes understanding how these factors contribute to current health disparities and barriers to care. Show a clear commitment to identifying, challenging, and eradicating Indigenous-specific racism and all forms of discrimination impacting equity-deserving groups within health care settings. This involves familiarity and understanding Indigenous Cultural Safety and Humility recognizing personal biases, institutional barriers, engaging in anti-racism education and training and advocating for systemic change.
- Demonstrated knowledge and understanding of legislative obligations and provincial commitments within [insert name of Program Area] contexts found in the foundational documents including Truth & Reconciliation Commission's Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan and Remembering Keegan: A First Nations Case Study - BC Human Rights Code, BC Anti-racism Act and how they intersect across the health care system.
Core Competencies
- Brings an understanding of the Indigenous specific racism and the broader systemic racism that exists in the colonial health care structure, and has demonstrated initiatives in breaking down barriers and ensuring a safe environment ensuring a sense of belonging to all and informed by Indigenous Cultural Safety.
- Awareness of social, economic, political and historical realities of settler colonialism on Indigenous Peoples and familiarity with addressing Indigenous-specific anti-racism, anti-racism and Indigenous Cultural Safety and foundational documents and legislative commitments (the Declaration Act, the Declaration Action Plan, TRC, IPS, Remembering Keegan, etc.).
Skills & Knowledge
- Working knowledge of current standard human resource policies, practices, and related employment legislation. Proficiency in the LEADS (Leads Self, Engages Others, Achieves Results, Develops Coalitions, Systems Transformation) competencies.
- Demonstrated knowledge and experience working with Indigenous (First Nation, Metis, and Inuit) communities and organizations.
- Demonstrated knowledge and experience utilizing a Trauma Informed approach to workplace investigations and negotiating resolutions.
- Demonstrated knowledge of best practices in evidence collection, including but not limited to witness interviews, physical evidence, and digital information.
- Demonstrated knowledge and ability to critically analyze facts and evidence (including assessment of credibility and reliability) against analytical standards established in law.
- Demonstrated knowledge of Collective Agreement requirements for investigation protocols.
- Demonstrated knowledge of the application of workplace policies, collective agreements, statutes, legislation, and Common Law to the arrival of investigatory conclusions.
- Demonstrated knowledge of leading investigations in the context of complex scenarios where respondents and/or complainants are on short-term, long-term or WSBC leaves.
- Ability to prepare and deliver impactful training/education around best practices, process/systems updates, and legislative changes to a wide variety of audiences.
- Strong interpersonal and collaboration skills and the ability to establish and maintain effective working relationships internally and externally. Ability to work independently and as part of a team.
- Ability to problem-solve with a global perspective in order to incorporate the organization's systems and strategies when developing viable solutions to problems. Excellent interpersonal skills and ability to establish and maintain effective partnerships with a variety of interest holders.
- Demonstrated ability to respond to the needs of interest holders supported by an acute awareness of the impact of actions. Ability to influence leadership. Proactive approach. Demonstrated ability to lead/support change.
- Excellent written and oral communication skills.
- Strong presentation, facilitating, interviewing and negotiating skills. Mentorship and coaching skills.
- Proven ability to perform effectively in a complex, changing unionized environment.
- Excellent organizational and time management skills including the ability to plan, prioritize, and meet deadlines.
- Ability to use related equipment including HR information systems, word processing, spreadsheet, database and internet tools.
- Use of a personal vehicle to travel between multiple sites.
- Ability to travel to locations throughout the Province from time to time.
- Demonstrates a commitment to beginning and/or continuing their personal learning journey related to Indigenous-specific racism and dismantling systems of oppression, as well as addressing racism more broadly. Shows willingness to articulate and share their learning experiences to contribute to a culture of motivation and inspiration among peers.
- Demonstrates foundational knowledge of the social, economic, and political realities of settler-colonialism and its impacts on Indigenous peoples and equity-deserving groups within social and health contexts. Understands the impact of social determinants of health-on-health outcomes. Shows a commitment to learning about and upholding legislative obligations and provincial commitments outlined in foundational documents such as the Truth & Reconciliation Commission's Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place: Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, the BC Human Rights Code, Anti-Racism Data Act, and the Distinctions Based Approach.
