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Resolution

Supporting the ER & BP teams integrate process flows to support the informal and early resolution of issues.

Acting as a Resolution Champion, 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 conflict coaching and facilitated conversations, managing stress risk assessments, mediation, and providing advice on managing employee conflict. 

Facilitate formal mediation sessions for sometimes complex, and potentially contentious matters, between employees. 

Investigations

To provide Employment Law and Employee Relations subject matter expertise to Case Managers where required, and resolution investigators within the resolutions team.

To be responsible for the timely completion of investigations in accordance with Trust Policies.

To engage with subject matter experts where a clinical or specialist view or opinion is needed to understand or support findings 

To advise the Case Manager of findings during the investigation, make recommendations, keep them up to date and to review decisions to suspend as new information is uncovered 

To liaise with local counter-fraud specialists where referrals are made through the national counter-fraud team and to refer cases to them where an element of fraud is uncovered during an investigation 

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 

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

Autonomous responsibility for the lawful and fair implementation of Trust HR processes through the investigation process, making decisions on interpretation of Trust policies through the process 

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

Upon presentation of the report to the Case Manager, the post holder must present a review of risks to the organisation if certain courses of action are taken, as well as a legal review of similar cases that have been heard at tribunal and outcomes of cases that have been investigated within the Trust. 

To support Hearing Panel Chairs under HR process for investigations undertaken by the Resolution Investigators.

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 design, development and delivery 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. 

Provide guidance and reflection opportunities to the resolution team to support wellbeing and learning in regards to team exposure to potentially emotionally challenging casework.

Responsible for providing specialist advice on workplace investigations to HR colleagues and Trust Managers.

Responsible for communicating highly complex and at times, highly sensitive, information while at the same time sensitively handling issues of conflict that may arise during the investigation process.

Responsible for receiving, analysing and interpreting complex information and evidence; using persuasive, negotiating, empathetic and re-assurance skills as required to navigate the investigation process.

Responsible for reviewing case investigations, ensuring policy application, and providing development and feedback on cases where appropriate. 

Training Delivery

Responsible for providing People Skills training (such as mediation/Facilitation, investigations) to staff and other team members

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. 

Information Management

Continuous monitoring and updating of Employee Relations Cases using the Trust’s case tracking system. 

Providing reports and analysis of case trends, KPI’s and outcomes as necessary 

Analyse complex evidence data to identify key findings and make appropriate recommendations.