Detailed job description and main 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 Officer’s, 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.