Job summary
Job Title: HR Investigator and Resolutions Advisor
Division: Corporate
Care Group: HR&OD
Band: 5 or 6 * , depending on experience. Candidates may be supported through annex 21 to reach the required level and qualifications
Salary: £38,682 - £46,580 per annum (based on band 6)
We have an exciting opportunity to join our new centralised HR Investigations and Resolutions Team.
We are recruiting for a HR Investigator and Resolutions Advisorwho shares our ambition and vision to deliver theBest of Care by the Best Peopleand 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.
Main duties of the job
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.
About us
Do you have the ambition and vision to deliver our mission of theBest of Careby the Best of People providing excellent care, every time?
Here at Medway, we pride ourselves on working together as one to ensure that our sharedvisionis 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 ourPatient Firstdeployment. 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.
OurBESTvalues underpinPatient Firstand 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.
Job description
Job responsibilities
An exciting opportunity has arisen for someone looking to develop and progress their ER skills and experience.
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 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.
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 & 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 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 this.
Job description
Job responsibilities
An exciting opportunity has arisen for someone looking to develop and progress their ER skills and experience.
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 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.
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 & 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 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 this.
Person Specification
Qualifications
Essential
- Degree or equivalent
- Fully CIPD qualified, level 5 or above
- Mediation or Investigator Qualification, or willingness and ability to complete and achieve qualification within 12 months of appointment
Knowledge
Essential
- Up to date Employment Law Knowledge
- Knowledge of NHS Terms and Conditions
- Best Practice Employee Relations
Desirable
- MHPS knowledge and experience
Experience
Essential
- Experience undertaking or supporting ER Investigations
- Advising Managers or colleagues in dealing with conflict and grievances
- Working in Unionised environment
- Experience of development of HR policies
- Experience of report writing
- Providing coaching or training
- Providing advice and supporting managers with applying ER policies
Person Specification
Qualifications
Essential
- Degree or equivalent
- Fully CIPD qualified, level 5 or above
- Mediation or Investigator Qualification, or willingness and ability to complete and achieve qualification within 12 months of appointment
Knowledge
Essential
- Up to date Employment Law Knowledge
- Knowledge of NHS Terms and Conditions
- Best Practice Employee Relations
Desirable
- MHPS knowledge and experience
Experience
Essential
- Experience undertaking or supporting ER Investigations
- Advising Managers or colleagues in dealing with conflict and grievances
- Working in Unionised environment
- Experience of development of HR policies
- Experience of report writing
- Providing coaching or training
- Providing advice and supporting managers with applying ER policies
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
Additional information
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
