World Vision is an international Christian relief, development and advocacy organisation working in almost 100 countries world-wide to create lasting change in the lives of children, families and communities to overcome poverty and injustice.

The Employment Relations (ER) Investigation Specialist reports to the Senior Manager, People Investigations and is responsible for conducting timely, high-quality investigations into potentially complex, sensitive, and high-risk employment relations cases, including harassment (general & sexual), sexual assault, grievances, violation of human resource policies, etc.

The role plans and manages all aspects of assigned cases, ensuring professional and procedurally sound investigations. The Specialist collaborates closely and communicates effectively with key stakeholders such as Internal Audit, Safeguarding, Staff Care, and ERM to strengthen risk mitigation, reporting, and case oversight.

The role supports the delivery of employee relations investigator training (online and in-person) as part of the broader responsibilities.

The role also contributes to ongoing improvement by maintaining awareness of global ER trends, specifically in INGOS, in order to effectively advise the organisation in appropriate compliance, as well as risk mitigation efforts. This also includes working with stakeholders in Enterprise Risk Management to reinforce proper use of WVI’s Integrated Incident Management System (IIMS).

International and other travel to conduct investigations and attend organisational meetings may be periodically required.

• Lead professional investigations into sensitive, complex, and other high-risk workplace allegations in line with World Vision’s case management standard operating procedures (SOP), anticipating challenges and risks and identifying strategies for risk mitigation throughout the investigation process.
• Ensure investigations are appropriately triaged and conducted in a timely, survivor-centred and professional manner considering the safety of all those involved, including documenting risk assessments and mitigation measures.
• Provide oversight, technical guidance, and coaching to P&C colleagues conducting investigations on an ongoing basis to ensure consistency and a high-degree of quality, and that investigation outcomes are issued within the agreed timelines.
• Regularly monitor employee relations-related investigations for quality and professionalism, proactively identifying delays, barriers, and support needed for resolution.
• Maintain adequate auditable case management records.
• Ensure careful handling of sensitive information, safeguarding whistle-blower/reporter identities and other information) and protecting data privacy.
• Maintain trust and provide guidance and advice to managers and employees consistent with company policies, practices. Act as an advisor between employer and employee, overseeing employee relations matters. This involves receiving, assessing, responding to, and where necessary, escalating these complaints to the level of disciplinary or legal action when necessary.
• Review, update, maintain and coordinate deployment of virtual and in-person employee relations investigator training to build up and maintain a high-quality skill level across the network of Field, Regional, and GC level and P&C professionals who may be called upon to investigate ER matters.
• Maintain and refresh training materials to reflect current ER trends, legal updates, and WVI policy changes.
• Develop and maintain a current roster of trained investigators to support National, Regional and GC needs for investigations based on appropriate levels of skills, abilities.
• Provide coaching and practical support to investigators to build technical confidence and improve the consistency of investigation outcomes.
• Identify and track investigation trends, identify patterns, and assess root causes to support preventative and corrective actions, and capture learnings from investigations for the improvement of WV’s policies, procedures and strategies.
• Produce analytical insights, dashboards, and reports for senior leadership, including mid-year and annual Board reports.
• Remain up-to-date on relevant global ER trends, training and activities within the corporate, and humanitarian-development sector, to advise on policy, training, and process improvement.

• Strong investigative, research analytical skills, including evidence assessment, interview planning, documentation, and case analysis.
• Demonstrated ability to provide strategic and tactical guidance to others conducting investigations, ensuring quality and policy alignment.
• Solid understanding of human resources principles, employee relations practices, and case management and administration processes including conducting interviews with potentially distressed individuals
• Proven ability to translate investigative findings and data into clear, concise, and actionable written reports.
• Strong interpersonal and relationship-building abilities, particularly in a virtual, multi-cultural, and geographically dispersed environments.
• Experience designing, developing and delivering training or capacity-building programmes, preferably to a global or virtual audience.
• Demonstrated ability to work with, influence, and advise senior leaders on complex ER matters.
• Excellent command of English (written and spoken); fluency in an additional language preferably French or Spanish is an asset.
• Strong cross-cultural sensitivity and ability to navigate environments resistant to change or where ER processes are less established.
• Demonstrated ability to facilitate learning, both formally (training, workshops) and informally (coaching, mentoring).

• Bachelor’s degree in Human Resources, law, behavioural sciences, organisational psychology, or a related field.
• Formal training or certification in workplace or organisational investigations (e.g., trauma-informed interviewing, fact-finding, evidence evaluation) is strongly preferred.
• 4-5 years of experience conducting workplace or organisational investigations, ideally involving sensitive, complex, or high-risk cases.
• 4-5 years of experience working in a global organisation or INGO, ideally within a dedicated investigations or employee relations function.
• Field-based exposure to investigations or ER processes, especially in humanitarian, development, or fragile contexts.
• Familiarity with WVI’s organisational structure, systems, policies, and incident management processes is an advantage.