Employee Relations Case Management Supervisor

Job Synopsis: The Employee Relations Case Management Supervisor is responsible to provide oversight and leadership to MCC’s workplace investigations, ensuring  processes and procedures are implemented consistently, and training and leading case management teams. In addition, this position   implements awareness, development, and implementation of MCC’s policies and procedures around Abuse of Power (harassment, racism, SEAH (sexual exploitation, abuse and harassment), fraud etc.). This position will work with others to implement clear and accessible mechanisms across MCC (US, Canada and International).

This person will supervise two Case Management Specialists. In close collaboration with the HR Director, HR staff, Racial Equity Directors, and Safeguarding Standing Committee, the successful candidate will be responsible for ensuring the training and implementation of MCC’s abuse of power policies and procedures, and ensuring all reported cases are tracked and responded to in light of all applicable policy and procedure.

Additionally, this role will collaborate with the Safeguarding Program Lead in the Planning, Learning and Disaster Response (PLDR) department in MCC U.S. and Racial Equity Directors, to share insights and data  from the Case Management processes to strengthen the work of Safeguarding and Racial Equity in MCC. This role will support and contribute to the global action plan in identifying and sharing internal/external best practices, harmonizing policy and procedures, refining capacity-building material, delivering training, reinforcing complaints mechanisms and best practice investigations methods. They will lead efforts across the organization towards collection and reporting of data to foster our strong commitment towards internal and external accountability.

Qualifications:

Organizational values and culture: All MCC workers are expected to exhibit a commitment to a personal Christian faith and discipleship; active church membership; and nonviolent peacemaking. MCC is an equal opportunity employer, committed to employment equity. MCC values diversity and invites all qualified candidates to apply.

Essential:

​​Bachelors degree​ in HR, Social Work, Human Rights, International Development, International Relations, Public Administration, or Public Policy or other relevant field. Equivalent experience accepted in lieu of degree.
Extensive (3-5 years) experience in safeguarding, protection, case management, HR or related fields.
Experience in conducting high quality, culturally sensitive, and neutral HR investigations in complex and diverse environments.
In-depth knowledge of best practices and legislation and international protocols in relation to workplace harassment, child protection, racial and gender equity.
Demonstrated intercultural competency and ability to navigate cross-cultural conflict.
Confidence and assertiveness to challenge more experienced and senior colleagues when necessary.
Experience in leading and developing a small teams, such as Case Management Teams.
Strong English written and communication skills, including ability to prepare sensitive correspondence, conducting interviews, and leading trainings and presentations. Strong interpersonal skills and the ability to communicate tactfully and sensitively with a wide range of people in a large organization.
Comfort with learning new software and technological tools, ability to manage large amounts of data and produce relevant reports.
Employment eligibility: Legally eligible to work in the U.S. MCC offers of employment are subject to a successful criminal background check(s).

Preferred:

SHRM or CPHR certification, or masters in HR, Social Work, Human Rights, International Development, International Relations, Public Administration, or Public Policy
Experience in designing and delivering training or workshops to diverse stakeholders
Experience developing and working with policies and procedures related to conflict, harassment, and/or prevention of sexual violence and child protection.
Experience working in development, emergency response, or fragile state contexts
Spanish and/or French fluency
Anti-oppression commitment: MCC expects all staff to actively participate in an organization culture that focuses on dismantling any barriers based on race, economic inequality or gender-based oppression. This includes an expectation to assess and address any barriers within themselves, within their team(s), and within MCC;

Safeguarding commitment: All MCC Staff are expected to work collaboratively to create and maintain an organizational culture that prevents and responds to situations of abuse of power (sexual harassment, child abuse, racism, exploitation, and fraud among other situations)..

(HR Coordinator) Support management of safeguarding cases and training with MCC teams related to MCC priorities and framework, including prevention of and response to sexual violence and sexual exploitation, child protection, making teams safer places for diversity, trauma, response, self-care and resilience, among other possible topics.

Key Responsibilities:

Oversee Investigations and Investigative Processes and Procedures (65%)
Systems strengthening, training, monitoring, and reporting (30%)
Participation in HR Network (5%)

Oversee Investigations  (65%)

Ensure all investigations are conducted to the highest quality standard in line with relevant legislation, policies, and procedures and in a trauma-informed manner.
Supervision of other Case Management Staff
Manage the two Case Management Coordinators, assigning cases for follow up and other project, reporting, or training assignments as needed.
Collaborate closely with Safeguarding Committee, focal points, Racial Equity Directors and International Program directors to ensure coordinated efforts between HR policies and processes around case management and other areas of protection and prevention work in program.
Provide on-call monitoring for incoming reports one week per month.
Review all received reports to relevant HR personnel for follow-up. Provide guidance and clarity on triage steps including:
Triaging the level of urgency and assigning an appropriate alert status. Ensuring any immediate safety concerns are addressed in a timely manner.
Identifying initial care for individuals involved, including but not limited to medical and psychosocial support.
Identifying initial response needed for addressing the concerns.
Assigning to appropriate HR staff for continued follow-up, or assigning case to self for relevant follow up.
For cases with this role is the lead HR investigator after triage:
Using the Case Management Process Guide, respond to all assigned reports of abuse of power. Obtain necessary information to triage the initial complaint using relevant policies and processes. Review for additional safety concerns.
In partner cases, or in cases requiring a manager response, provide follow-up, training, technical advice, support and mentoring and act as the resource person to help source tools, resources and provide any relevant guidance.
Organize and lead Case Management Teams (CMTs) for relevant cases.
Serve as key interviewer on cases as needed.
Ensure proper translation is available for case responses where needed.
Ensure appropriate and timely follow-up with all relevant parties, on a need-to-know basis including reporter, subject of concern, and relevant manager and/or Director.
Ensure relevant case data is properly recorded and documented in the Case Management software. Ensure relevant data is added to staff confidential employment records.
Provide trauma-informed support to survivors, including but not limited to access psychosocial support, legal, and medical treatment as needed. Record steps taken in Case Management software.
Support communication with global focal points, managers, and others on a need-to-know basis, ensuring confidentiality is maintained.
Document lessons learned from each situation to support system-wide improvements based on learnings from cases
Ensuring that the US and Canadian HR Directors are kept updated on any challenging or risky cases.
Maintaining high quality and confidential records, files, and logs of all assigned cases.
Systems strengthening, training, monitoring, and reporting (30%)

In collaboration with the Case Management Coordinators,
Review, adapt and implement existing tools and procedures at MCC related to abuses of power and case management.
Develop and tailor tools, resources and procedures related to abuses of power and case management.
In collaboration with the US Training and Development Specialist, develop and/or tailor and facilitate abuse of power training modules for use at MCC’s in the US and International Program, including for orientations, manager training, staff and board training events.
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Ensure regular auditing of Case Management data to ensure all relevant information is collected for reporting.
Ensure development of appropriate reporting on Case Management work for relevant parties is including HR Directors, boards, and the Safeguarding Steering Committee.
Oversee maintenance of Case Management Software and serve as primary contact for the Vendor Contract.
Develop and provide accountability reports for Boards, Steering Committees, Executive Leadership and others as directed by HR Directors.
Review lessons learned from all cases, sharing recommendations for additional preventative measures with the appropriate staff and committees.
HR Network Participation (5%)

Participate in regular staff meetings, including National Level HR team meetings and Global HR Network Meetings.
Participate in safeguarding standing committee and other working groups as assigned.
Other duties as assigned on a temporary basis

Supervision: 2 Case Management Specialists (one in Canada and one the US)

Travel expectations: Travel up to 30 nights away per year primarily within the US, Canada, or Internationally.