Latest Recruitment at World Vision Kenya

Job Purpose

• 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.

Key Responsibilities

50% Managing and Conducting Investigations

• 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.

25% Employee Relations Investigator Training

• 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.

25% Analysis & Reporting

• 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.

Knowledge, Skills and Experience

• 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.
• 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.

Require Language(s)

• Excellent command of English (written and spoken); fluency in an additional language preferably French or Spanish is an asset.

Travel Requirements

• The position requires ability and willingness to travel domestically and internationally up to 15% percent of the time, sometimes to locations with limited infrastructure or challenging contexts.

Physical Requirements

• Ability to work for extended periods using a computer and participating in virtual meetings across multiple time zones.

Preferred Experience, Knowledge and Qualifications

• 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.
• 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).

go to method of application »

As our Architecture Practice Lead, you will lead and enable the Enterprise Architecture practice, ensuring architects are effective, supported, and consistently integrated into organizational ways of working.

The Architecture Practice Lead is accountable for people leadership, practice maturity, and operational enablement, creating the conditions for high-quality architecture outcomes, while technical authority and architectural judgment remain with the Principal Architect.

This role focuses on how the architecture function operates as a capability, not on making enterprise architectural decisions.

KEY RESPONSIBILITIES:

Practice leadership & capability development

• Lead, develop, and support architects across the practice (Solution, Lead, and Enterprise Architects)
• Build a cohesive, high-performing architecture practice with clear roles, expectations, and ways of working
• Drive capability development, mentoring, and skills uplift aligned to organizational needs
• Plan and manage architecture practice capacity to balance demand, priorities, and available resources across the portfolio
• Foster a culture of professionalism, collaboration, and continuous improvement

Operational enablement of architecture & technical debt

• Enable consistent identification, documentation, and visibility of architectural risks and technical debt
• Support the Principal Architect in maintaining visibility of the technical debt baseline and agreed remediation actions
• Embed architecture engagement into governance, service lifecycle, and planning processes
• Coordinate inputs and follow-through across architects, delivery teams, and governance forums

Integration, governance & reporting

• Integrate the architecture practice into portfolio, demand, and governance forums
• Ensure architecture engagement is predictable, timely, and clearly understood across the organization
• Enable effective use and adoption of architecture tools, repositories, and artefacts to support decision-making, governance, and practice maturity
• Ensure architecture information remains accessible, accurate, and relevant for stakeholders and leadership
• Provide visibility of architecture practice health, capacity, and effectiveness to senior stakeholders
• Continuously refine architecture ways of working based on feedback and outcomes

PROFESSIONAL BEHAVIORS & CAPABILTIES:

The Architecture Practice Lead is expected to demonstrate the following behaviors:

Enabling leadership

• Enables architects to perform at their best rather than acting as the primary technical authority
• Removes barriers and creates conditions for consistent, high-quality architectural outcomes

Clear and consistent communication

• Communicates expectations, priorities, and outcomes clearly across diverse stakeholder groups
• Ensures transparency in processes, responsibilities, and performance

Coordination & integration

• Coordinates across teams and functions to reduce friction, duplication, and ambiguity
• Aligns architecture activities with delivery, governance, and planning rhythms

Respect for technical authority

• Actively protects and reinforces the technical authority of senior architects
• Does not override architectural judgment on technical matters

Professional integrity

• Acts with fairness, transparency, and accountability in people and practice leadership

KNOWLEDGE, SKILL AND EXPERIENCE:

Required Education, training, license, registration, and/or Certification

• Bachelor’s or Master’s degree in Computer Science, Engineering, or related field

Required Professional Experience

Architectural practice & operating model knowledge

• Strong understanding of enterprise architecture practices, roles, and engagement models across solution, domain, and enterprise levels
• Experience embedding architecture into governance, portfolio management, and delivery lifecycles
• Understanding of how architectural standards, technical debt, and risk management operate in complex organizations
• Working knowledge of architecture repositories, artefacts, and methods sufficient to enable consistent practice adoption and quality outcomes

Stakeholder leadership & communication

• Strong experience engaging senior business and technology leaders on architecture outcomes, priorities, and performance
• Ability to translate architectural work into clear business value, risks, and maturity progress for executives
• Proven ability to influence without direct authority across federated teams and functions
• Experience managing competing priorities, expectations, and organizational change

People & practice leadership experience

• Experience leading or enabling professional teams in a capability or practice model
• Experience coaching, developing, and performance-managing senior technical professionals
• Experience building consistent ways of working, standards adoption, and continuous improvement

Operational & governance experience

• Experience coordinating work across multiple teams, initiatives, and governance forums
• Experience tracking practice performance, capacity, and outcomes to support leadership decision-making
• Experience improving operational maturity of professional services or technical practices

ROLE BOUNDARIES & ESCALATION:

• This role does not act as the primary technical authority for architectural decisions
• This role does not override architectural judgment made by senior architects
• Technical arbitration, architectural trade-offs, and technical debt prioritization remain with the Principal Architect