HR Investigator & Resolutions Advisor

Role overview

We have an exciting opportunity to join our new centralised HR Investigations and Resolutions Team. We are recruiting for a HR Investigator and Resolutions Advisor who shares our ambition and vision to deliver the Best of Care by the Best People and has the drive to take us forward, by ensuring that the Trust continues to be the first choice for patients and our staff.The post holder will independently undertake Employee Relations investigations, in line with best practice policy and procedures. The post holder will also encourage and support the delivery of informal Resolution options to support workplace issues and disputes, including providing facilitation and mediation. Independently undertake Disciplinary and Grievance investigations.To interview witnesses, create witness statements and ensure their accuracy and that they are signed off. Produce comprehensive written investigation reports and present cases at formal hearings.Be responsible for regularly reviewing and interpreting conflicting, sensitive and contentious information received during the investigation on upsetting matters and producing it in a clear and fair way through production of an investigation report that explains the factual elements of the case in comparison to any assumptions made. Identify and escalate any potential risks with cases and investigations to ensure appropriate action to mitigate risks is taken. Utilising and analysing information and making judgements to ensure that cases are managed in accordance with policy and in such a way that the optimum outcomes are achieved, and the risk of Employment Tribunal claims are minimised. Supporting and encouraging early and/or informal intervention wherever possible to resolve staff issues, working with wider HR colleagues, managers and employees to promote a wide range of resolution options. Responsible for delivering facilitated conversations and formal mediation sessions between employees.Organisation context

Working for our organisationDo you have the ambition and vision to deliver our mission of the Best of Care by the Best of People providing excellent care, every time? Here at Medway, we pride ourselves on working together as one to ensure that our shared vision is achieved for our patients. As a key partner in the healthcare of our local population, we are keen to deliver this as an outcome of our Trust-wide strategy - Patient First. Using an Operational Excellence approach to align our priorities and operational management structures, we are just over a year and half into our Patient First deployment. We are looking for creative, skilled people to join our Transformation Team and further support us on this journey.Our culture and values define us here at Medway NHS Foundation Trust and are the heartbeat of who we are as an organisation. Our BEST values underpin Patient First and are at the core of the care we give to our patients, the support we offer to our staff and our overall leadership approach: B - Bold, E - Every person counts, S - Sharing and open, T - Together.Our Trust is a great choice for people who want to develop their career in an ambitious and dynamic environment; our employees are able to choose the coverage and supplemental benefits that best fit their needs and those of their families. This includes the promotion of flexible working opportunities across the Trust.An exciting opportunity has arisen for someone looking to develop and progress their ER skills and experience.Responsibilities

To support the Case Manager and Resolutions Business Partner to create Terms of Reference for investigations where needed, sending weekly updates on completion times for each case.To engage with subject matter experts where a clinical or specialist view or opinion is needed to understand or support findings during an investigation.To refer cases to the Resolutions Business Partner where an element of fraud is uncovered during an investigation and to link with local counter fraud contacts as needed for investigations.To advise the Case Manager on the ongoing management of the employee during the investigation, this could involve recommendations such as referral to absence management through the ER Advisory team or Mental Health First Aid Support and review of suspensions.To provide all administration for the case, including organising a hearing date at early investigation stage in line with the policy to avoid delays due to panel availability.Planning each case in line with clear project management delivery timelines.To interview witnesses, create witness statements and ensure their accuracy and that they are signed off.Be responsible for regularly reviewing and interpreting conflicting, sensitive and contentious information received during the investigation on upsetting matters and producing it in a clear and fair way through production of an investigation report that explains the factual elements of the case in comparison to any assumptions made.Identify and escalate any potential risks with cases and investigations to ensure appropriate action to mitigate risks is taken.Utilising and analysing information and making judgements to ensure that cases are managed in accordance with policy and in such a way that the optimum outcomes are achieved, and the risk of Employment Tribunal claims are minimised.Supporting and encouraging early and/or informal intervention wherever possible to resolve staff issues, working with wider HR colleagues, managers and employees to promote a wide range of resolution options.Responsible for delivering facilitated conversations and formal mediation sessions between employees.Leadership and development

Management and Leadership: Use a coaching leadership style to build relationships and influence managers. Ensure effective communication with other colleagues to ensure consistency in advice and practice. Develop the people management capacity of operational managers through the provision of coaching and training for the Trust on Investigations and Hearings, and HR Policies and Procedures. Provide coaching to other employees as required to support their development - both externally to the HR Department, and other trainees as required.Training and policy

Training Delivery: HR policy and procedural coaching and training to both managers and small / large groups (35+) on a regular basis. Responsible for providing People Skills training (such as mediation/facilitation) to staff.Policy / Service Development: Making proposals to policies / service issues which are being collated / reviewed by others and where there is a workforce element. Keeping appraised of employment law legislation and ensuring HR advice is given in accordance with ..... full job details .....