HR Investigator

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.