Senior Investigator

About Us Rivianis on a mission to keep the world adventurous forever. This goes for the emissions-free Electric Adventure Vehicles we build, and the curious, courageous souls we seek to attract. As a company, we constantly challenge what’s possible, never simply accepting what has always been done. We reframe old problems, seek new solutions and operate comfortably in areas that are unknown. Our backgrounds are diverse, but our team shares a love of the outdoors and a desire to protect it for future generations. Role Summary We are seeking a Workplace Investigator to protect trust, accountability, and informed decision-making by leading prompt, objective, and well-documented workplace investigations across the business. This role sits at the intersection of People, employee relations, labor relations, and operational rigor. You will conduct sensitive inquiries involving harassment, discrimination, bullying, retaliation, policy violations, and certain allegations of misconduct, theft, fraud, or misuse. You will also help strengthen the way investigations are triaged, documented, analyzed, and reported, so the organization can respond consistently and responsibly. This is an individual contributor role based in Normal, Atlanta, and Plymouth. You will partner closely with Employee Relations, Labor Relations, Legal, Compliance, Security, People Business Partners, and business leaders, helping shape how investigative processes, reporting, and supporting tools work together in a scalable, data-informed operating model. Why This Role Matters Protect organizational trust: Lead impartial, well-scoped investigations that help employees feel heard, leaders act responsibly, and the company respond with integrity. Turn facts into clear decisions: Gather evidence, assess credibility, and produce clear findings that enable timely, fair, and well-reasoned outcomes. Strengthen consistency at scale: Help improve investigative practices, reporting standards, and case quality across a growing, fast-moving organization. Surface patterns early: Identify themes and risk signals across cases to inform policy, training, leader support, and broader prevention efforts. Responsibilities Investigations & Fact Finding Lead prompt, thorough, and objective investigations into reports of harassment, discrimination, bullying, retaliation, misconduct, and policy violations. Manage end-to-end casework, including intake review, investigation planning, evidence collection, witness and subject interviews, credibility assessment, and findings documentation. Gather, analyze, and preserve relevant information from documents, emails, messages, HR records, access logs, surveillance footage, and other available sources. Conduct sensitive interviews with complainants, respondents, and witnesses in a way that builds trust, protects confidentiality, and supports a fair process. Handle allegations involving theft, fraud, misuse, or other workplace misconduct with sound judgment and appropriate escalation. Reporting, Risk Assessment & Resolution Support Prepare high-quality written investigative reports that summarize allegations, scope, facts, findings, and rationale in a clear and defensible manner. Translate complex facts into practical guidance for Employee Relations, Labor Relations, Legal, Compliance, and business leaders. Identify case‑specific risks, inconsistencies, and gaps in evidence, and recommend next steps grounded in facts and company policy. Maintain accurate case records, timelines, and documentation to support consistency, auditability, and appropriate follow‑through. Serve as a credible witness in internal reviews, administrative matters, or legal proceedings when needed. Process Excellence, Reporting & Governance Help shape and refine investigation workflows, templates, standards, and intake practices to improve quality, speed, and consistency. Track case trends, themes, and recurring issues to inform reporting for People leadership and key partners. Identify opportunities to improve documentation quality, investigation governance, and cross‑functional handoffs. Support the development of repeatable reporting and insights that help the organization understand risk patterns and strengthen prevention efforts. Contribute to a disciplined investigative operating model that balances employee experience, business needs, and risk mitigation. Cross‑Functional Partnership & Consultation Partner closely with Employee Relations, Labor Relations, Legal, Compliance, Security, People Business Partners, and other stakeholders on case strategy and execution. Provide practical guidance to leaders and partners on investigative processes, documentation expectations, and appropriate escalation paths. Coordinate across functions when cases involve overlapping policy, legal, safety, or security considerations. Build trusted relationships with stakeholders while maintaining neutrality, discretion, and investigator independence. Capability Building & Continuous Improvement Help elevate investigative capability across the organization by sharing best practices, improving tools, and supporting process education. Contribute to training or enablement efforts that improve manager awareness of reporting channels, policy expectations, and documentation standards. Recommend improvements to policies, controls, or leader practices based on investigation learnings and trend analysis. Bring a continuous‑improvement mindset to how workplace concerns are assessed, investigated, and resolved. Qualifications Required Qualifications 5+ years of experience in workplace investigations, employee relations, compliance, labor relations, legal, HR, or a related function, with meaningful experience leading sensitive employee matters. Demonstrated experience conducting impartial investigations involving harassment, discrimination, retaliation, bullying, misconduct, or other workplace policy concerns. Strong knowledge of investigative practices, evidence evaluation, interview planning, note‑taking, and report writing. Experience assessing credibility, weighing conflicting information, and making sound findings based on facts and documentation. Ability to manage highly sensitive matters with discretion, sound judgment, and consistent confidentiality. Strong understanding of employment‑related policies, workplace conduct expectations, and relevant regulatory considerations. Proven ability to partner effectively with Legal, Compliance, Employee Relations, Labor Relations, HR, Security, and business leaders in complex situations. Strong written communication skills, including the ability to produce clear, organized, and defensible investigative summaries and findings. Strong verbal communication and interviewing skills, with the ability to navigate emotionally charged conversations with professionalism and empathy. Experience identifying themes across cases and helping improve investigation processes, reporting, or governance practices. Ability to work independently, manage multiple cases, and prioritize effectively in a fast‑moving environment. Bachelor’s degree in Human Resources, Business, Law, Criminal Justice, or a related field, or equivalent practical experience. Preferred Qualifications Experience supporting investigations in a high‑growth, multi‑site, manufacturing, automotive, technology, or similarly complex operating environment. Experience with case management systems (Navex, Service Now), HR systems, and evidence‑handling processes in a corporate setting. Training or certification in workplace investigations, employee relations, compliance, or related disciplines. Familiarity with structured problem‑solving or continuous‑improvement approaches that strengthen process quality and consistency. Experience helping shape investigation reporting, operating rhythms, or cross‑functional governance in addition to core casework. Pay Disclosure The salary range for this role is USD 89,900-112,400 for applicants in Illinois, Michigan, and Atlanta. This is the lowest‑to‑highest salary we, in good faith, believe we would pay for this role at the time of this posting. An employee’s position within the salary range will be based on several factors, including but not limited to specific competencies, relevant education, qualifications, certifications, experience, skills, geographic location, shift, and organizational needs. The successful candidate may be eligible for an annual performance bonus and equity awards. We offer a comprehensive package of benefits for full‑time and part‑time employees, their spouse or domestic partner, and children up to age 26, including but not limited to paid vacation, paid sick leave, and a competitive portfolio of insurance benefits, including life, medical, dental, vision, short‑term disability insurance, and long‑term disability insurance to eligible employees. You may also have the opportunity to participate in Rivian’s 401(k) Plan and Employee Stock Purchase Program if you meet certain eligibility requirements. Full‑time employee coverage is effective on their first day of employment. Part‑time employee coverage is effective on the first of the month following 90 days of employment. More information about benefits is available at rivianbenefits.com. Company Statements Equal Opportunity Rivian is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, ancestry, sex, sexual orientation, gender, gender expression, gender identity, genetic information or characteristics, physical or mental disability, marital/domestic partner status, age, military/veteran status, medical condition, or any other characteristic protected by law. Rivian is committed to ensuring that our hiring process is accessible for persons with disabilities. If you have a disability or limitation, such as those covered by the Americans with Disabilities Act, that requires accommodations to assist you in the search and application process, please email us at View email address on click.appcast.io. Candidate Data Privacy and Technology Rivian may collect, use and disclose your personal information or personal data (within the meaning of the applicable data protection laws) when you apply for employment and/or participate in our recruitment processes (“Candidate Personal Data”). This data includes contact, demographic, communications, educational, professional, employment, social media/website, network/device, recruiting system usage/interaction, security and preference information. Rivian may use your Candidate Personal Data for the purposes of (i) tracking interactions with our recruiting system; (ii) carrying out, analyzing and improving our application and recruitment process, including assessing you and your application and conducting employment, background and reference checks; (iii) establishing an employment relationship or entering into an employment contract with you; (iv) complying with our legal, regulatory and corporate governance obligations; (v) recordkeeping; (vi) ensuring network and information security and preventing fraud; and (vii) as otherwise required or permitted by applicable law. Rivian may share your Candidate Personal Data with (i) internal personnel who have a need to know such information in order to perform their duties, including individuals on our People Team, Finance, Legal, and the team(s) with the position(s) for which you are applying; (ii) Rivian affiliates; and (iii) Rivian’s service providers, including providers of background checks, staffing services, and cloud services. Rivian may transfer or store internationally your Candidate Personal Data, including to or in the United States, Canada, the United Kingdom, and the European Union and in the cloud, and this data may be subject to the laws and accessible to the courts, law enforcement and national security authorities of such jurisdictions. How We Use AI in Our Hiring Process: To ensure transparency, we want candidates to know that Rivian uses iCIMS Talent Cloud Artificial Intelligence (TCAI) and AI-enabled tools to assist with screening, reviewing, organizing and highlighting profiles and applications that match the key requirements for each role. AI does not make hiring decisions: Qualified candidate applications are reviewed by a member of our team, and all decisions throughout the process are made by humans. We use AI to support efficiency and consistency, not to replace human judgment. We are committed to a fair, thoughtful, and equitable experience for every candidate. Participation in AI profile matching is entirely voluntary. If you prefer that your profile not be used in this process, you can opt out at any time. Opting out means your profile will be excluded from automated matching and will not be surfaced for additional roles through this system. Your current application remains active and will not be affected in any way. Please note that we are currently not accepting applications from third party application services. #J-18808-Ljbffr