Job summary
An exciting opportunity has arisen to be part of our newly created centralised Resolutions and Employee Investigations Team.
The team will be focused on delivering a timely and efficient investigations service. The team will work independently to undertake disciplinary and grievance investigations, in line with best practice and just culture principles.
The team will also lead on driving forward positive resolution to staff issues and concerns, supporting staff and managers explore a range of resolution options. The team will be trained in undertaking facilitation and mediation to support the successful and early resolution of issues, to avoid formal process and escalation of issues.
The team will work closely with BP and ER teams to support culture improvement initiatives and deliver coaching to managers where appropriate.
Main duties of the job
-
To project manage and to undertake complex investigations in relation to Disciplinary, Grievance, Bullying and Harassment and other HR issues.
To plan, prioritise and manage the competing workloads and deadlines to ensure informal resolution of cases where appropriate and that all formal investigations are completed in accordance with Trust policies and best employment law practice, according to agreed deadlines and monitor KPIs.
To be flexible in planning and managing the workload of the department to ensure all investigations are completed in according to deadlines and in line with Trust policies and employment legislation and to Trust values.
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
Key Responsibilities:
- Providing expert advice to Line Managers and HRBP teams on managing facilitated conversations and conflict coaching.
- Undertake complex investigations at a senior level within the organisation, using initiative in dealing with complex issues that arise and working with mnimal supervision.
- Provide regular reports to Directorate Managers and HR Business Partners on the process of investigations.
- Ensure a standardised model for investigation reports, including style, content, quality, confidentiality, timescales, etc
- Prepare investigation reports including all relevant evidence in advance of formal hearings, as per Trust policy timelines, and oversee the final preparation of reports by colleagues to ensure all reports are written to a high standard and in accordance with the principles of employment law.
- Attend formal hearings and present the management statement of case to the panel.
- Ensure that all investigations are carried out in sufficient depth to elicit all relevant information to allow the Trust to make and informed decision.
- Ensure that all formal hearings are convened in accordance with the Trust Policies and Procedures and to Trust values, ensuring minimal risk of escalation to Employment Tribunal
- Work in partnership with Trade Union or staff representatives, where appropriate to discuss resolution of cases when necessary to a mutually beneficial conclusion.
- Use specialist knowledge of investigations and employment law to help develop and update the Trust Policies to ensure best practice.
- Develop and update employee relations policies drawing on case management experience and relevant employment law to improve the efficiencies of procedures. Implement and promote new and revised People policies and procedures.
- Identify potential areas of concern and risks with investigations and ensure that appropriate management or team action is taken to rectify the issue.
- Communicate sensitively and diplomatically with all staff involved in the investigation ensuring that investigations are carried out in a professional manner to Trust values.
- Monitor trends around ethnicity, disability, gender and age, highlighting any areas of concern or disparity and formulate remedial action plans.
- Attend and contribute to the People Directorate Team Meetings, delivering anonymised case studies to improve case management, escalation avoidance, etc
- Maintain and update own knowledge of local and national People issues and employment legislation, keeping abreast of latest developments ensuring knowledge is shared with colleagues and management and acted on as appropriate.
- Working in partnership with OD colleagues to develop and deliver training interventions supporting the development of core competencies in resolution options, including facilitation, conflict coaching, resilience
- In collaboration with the Employee Investigations Lead, managing early conciliation with ACAS and liaison with the legal team on live and potential litigation
- Ensuring that the use of charters and guides in place for Investigation Officers, Case Managers, Panel Members and HR Support is maintained and updated where necessary and in accordance with any best practice of employment law changes.
- Acting as HR support to panel members on a range of Employee Relations cases, providing specialist advice and guidance on complex HR issues.
- Establishing effective networks and partnerships with the HRBP teams to build effective working relationships and enable the delivery of people strategies and plans.
Acting as Resolution Champions responsible for training Line Managers in conflict coaching and facilitated conversations, managing stress risk assessments and liaising with the ER managers to implement mediation, supporting and encouraging early and/or informal intervention wherever possible.
Responsible for reviewing data aligned to the area you are assigned, identifying key indicators to identify conflict hotspots and liaising with the other HR Business Partners (ER) to identify any organisational trends.
Job description
Job responsibilities
Key Responsibilities:
- Providing expert advice to Line Managers and HRBP teams on managing facilitated conversations and conflict coaching.
- Undertake complex investigations at a senior level within the organisation, using initiative in dealing with complex issues that arise and working with mnimal supervision.
- Provide regular reports to Directorate Managers and HR Business Partners on the process of investigations.
- Ensure a standardised model for investigation reports, including style, content, quality, confidentiality, timescales, etc
- Prepare investigation reports including all relevant evidence in advance of formal hearings, as per Trust policy timelines, and oversee the final preparation of reports by colleagues to ensure all reports are written to a high standard and in accordance with the principles of employment law.
- Attend formal hearings and present the management statement of case to the panel.
- Ensure that all investigations are carried out in sufficient depth to elicit all relevant information to allow the Trust to make and informed decision.
- Ensure that all formal hearings are convened in accordance with the Trust Policies and Procedures and to Trust values, ensuring minimal risk of escalation to Employment Tribunal
- Work in partnership with Trade Union or staff representatives, where appropriate to discuss resolution of cases when necessary to a mutually beneficial conclusion.
- Use specialist knowledge of investigations and employment law to help develop and update the Trust Policies to ensure best practice.
- Develop and update employee relations policies drawing on case management experience and relevant employment law to improve the efficiencies of procedures. Implement and promote new and revised People policies and procedures.
- Identify potential areas of concern and risks with investigations and ensure that appropriate management or team action is taken to rectify the issue.
- Communicate sensitively and diplomatically with all staff involved in the investigation ensuring that investigations are carried out in a professional manner to Trust values.
- Monitor trends around ethnicity, disability, gender and age, highlighting any areas of concern or disparity and formulate remedial action plans.
- Attend and contribute to the People Directorate Team Meetings, delivering anonymised case studies to improve case management, escalation avoidance, etc
- Maintain and update own knowledge of local and national People issues and employment legislation, keeping abreast of latest developments ensuring knowledge is shared with colleagues and management and acted on as appropriate.
- Working in partnership with OD colleagues to develop and deliver training interventions supporting the development of core competencies in resolution options, including facilitation, conflict coaching, resilience
- In collaboration with the Employee Investigations Lead, managing early conciliation with ACAS and liaison with the legal team on live and potential litigation
- Ensuring that the use of charters and guides in place for Investigation Officers, Case Managers, Panel Members and HR Support is maintained and updated where necessary and in accordance with any best practice of employment law changes.
- Acting as HR support to panel members on a range of Employee Relations cases, providing specialist advice and guidance on complex HR issues.
- Establishing effective networks and partnerships with the HRBP teams to build effective working relationships and enable the delivery of people strategies and plans.
Acting as Resolution Champions responsible for training Line Managers in conflict coaching and facilitated conversations, managing stress risk assessments and liaising with the ER managers to implement mediation, supporting and encouraging early and/or informal intervention wherever possible.
Responsible for reviewing data aligned to the area you are assigned, identifying key indicators to identify conflict hotspots and liaising with the other HR Business Partners (ER) to identify any organisational trends.
Person Specification
Qualifications
Essential
- Educated to Masters Level or equivalent
- Postgrad Diploma in HRM, CIPD level 7
- Mediation or Investigator qualification, or commitment and ability and complete within 12 months
Desirable
Knowledge
Essential
- Significant experience working in senior HR role, including dealing with ER Investigations
- Up to date knowledge of Employment Legislation
- Just culture principles
Experience
Essential
- Experience developing and implementing policies
- Building and managing teams
- Experience of report writing
- Trade Union working
- Dealing with complex ER matters, including grievances and conflict resolution
- Supporting / undertaking ER investigations, including discrimination
- Designing and delivering training
Person Specification
Qualifications
Essential
- Educated to Masters Level or equivalent
- Postgrad Diploma in HRM, CIPD level 7
- Mediation or Investigator qualification, or commitment and ability and complete within 12 months
Desirable
Knowledge
Essential
- Significant experience working in senior HR role, including dealing with ER Investigations
- Up to date knowledge of Employment Legislation
- Just culture principles
Experience
Essential
- Experience developing and implementing policies
- Building and managing teams
- Experience of report writing
- Trade Union working
- Dealing with complex ER matters, including grievances and conflict resolution
- Supporting / undertaking ER investigations, including discrimination
- Designing and delivering training
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).
