ER Case Investigator

Job overview

The position of Employee Relations Case Investigator is newly created and will form a crucial part of how ER cases are handled at Lewisham and Greenwich NHS Trust.

The purpose of this new role is to directly carry out investigations in complex and sensitive disciplinary, grievance and dignity at work cases, as well as MHPS (Maintaining High Professional Standards) investigations regarding concerns about doctors.

Success in this role will require postholders to approach investigations with an impartial and objective mindset, ensuring all parties involved are treated with compassion and respect. ER processes are stressful for complainants, witnesses and colleagues under investigation and it is crucial they are handled with appropriate tact and discretion and with excellent communication throughout.

The successful candidates will need to be experts in carrying out ER investigations with substantial experience of supporting such cases, knowledge of employment law. Membership of the Chartered Institute of Personnel and Development is also required.

An informal discussion is welcome and encouraged prior to application.

Main duties of the job

Carrying our disciplinary, grievance, dignity at work and MHPS investigations to an excellent standard.

Maintaining rigorous records including investigation meeting notes and evidence files.

Presenting investigation reports at formal hearings.

Giving evidence at Employment Tribunal hearings.

Acting as an expert advisor on matters relating to investigations.

Reviewing ER documentation and processes relating to investigations to continually improve these.

Contributing to other Workforce projects as required.

Detailed job description and main responsibilities

• Responsible for Employee Relations investigations as allocated by the Head of Employee Relations, including disciplinary, grievance, dignity at work and MHPS cases, in accordance with the Trust’s Policies and procedures, best practice and legislative requirements.
• Plan and organise investigations as agreed with the Case Manager ensuring compliance with agreed timescales and key performance targets. Ensuring that all tasks are carried out in compliance with relevant policies and procedures and that the Case Manager is kept informed of progress and any concerns are highlighted to the Case Manager as a priority.
• Responsible for ensuring that investigations are conducted impartially and objectively so that all participants are given full opportunity to have appropriate input into the process whilst maintaining confidentiality.
• Responsible for identifying potential investigation evidence and sources and ensuring appropriate investigative actions are followed; planning and conducting effective interviews and gathering and reviewing relevant evidence.
• Responsible for arranging and leading investigation meetings and coordinating administrative tasks required to complete the investigation and reach timely and unbiased conclusions and findings. This may involve organising and reorganisation meetings based on the needs of the service and patient care.
• Responsible for ensuring that investigations are conducted in an objective and non-judgemental manner to gather the relevant fact. This should be in accordance with just, fair  and restorative culture
• Responsible for implementing Trust Policies and Procedures and identifying where policy changes may be required to reflect best HR/investigations practice; responsible for proposing and supporting the implementation of any policy and/or procedural changes as a result across the organisation.
• Responsible for providing specialist advice on workforce investigations to HR colleagues and Trust managers; supporting the design and implementation of training on workforce investigations as necessary.
• 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, empathic and re-assurance skills as required to navigate the investigation process.
• Maintaining and updating employee relations IT databases to ensure up-to-date case reporting and trend analysis in conjunction with the workforce information team.
• Responsible for liaising with and advising Trust staff on Employee Relations investigations including (but not limited to): -       The identification of lessons learned and actions required in organisational change and improvement plans -       Actual and potential risk issues identified through investigations -       Referrals to relevant professional and regulatory bodies or NHS Protect, the Police
• Liaising with senior managers and other internal/external stakeholders as appropriate when carrying out investigations.
• Responsible for maintaining robust and positive relationships with Trust Managers, Staff and Trade Union Representatives at a local and regional level.
• Liaising as required with external agencies as part of the investigations process e.g. Local Counter Fraud Service, the Police, Safeguarding and professional bodies/organisations e.g. NMC & GMC in relation to conduct matters.
• Support the Head of Employee Relations and Policy in the development and delivery of ER/Workforce projects.
• Requirement to research areas unfamiliar with when undertaking an investigation to develop own knowledge and ensure that appropriate references are made within the investigation report.
• Required to undertake, participate in and develop appropriate audits and quality assurance programmes and research as required.
• Responsible for ensuring that equality and diversity issues are recognised and addressed in accordance with legislation, policies and procedures.