Associate Resolutions Business Partner
| Dyddiad hysbysebu: | 02 Medi 2025 |
|---|---|
| Cyflog: | £47,810.00 i £54,710.00 bob blwyddyn |
| Gwybodaeth ychwanegol am y cyflog: | £47810.00 - £54710.00 a year |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 16 Medi 2025 |
| Lleoliad: | GIllingham, ME7 5NY |
| Cwmni: | NHS Jobs |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | C9275-25-0407 |
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Resolution Supporting the ER & BP teams integrate process flows to support the informal and early resolution of issues. Participate in the case Triaging function, revieiwing information for each case and identifying any potential risks and ensuring cases are being appropirately managed and options of informal resolution are explored wherever appropriate. 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 work with the Case Manager to create Terms of Reference for allocated investigations, ensuring they are reviewed regularly and amended as appropriate, sending weekly updates on completion times for each case. 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 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 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 Be responsible for reviewing the weight of the allegations against the factual findings and historical employment and determining recommendations for action as part of the written report production. 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. Financial and Physical Resources Responsible for reviwing and monitoring expenditure associated with any external investigations commissioned; ensuring best value for money and that costs are verified before invoices are submitted for payment. To effectively itilise routine systems for reporting of trends, finance, activity and performance. Ensure compliance with Employment Law, Standing Financial Instructions and orders, Counter Fraud, financial management practice, as described by the Trust. 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 Trusts case tracking system. Providing reports and analysis of case trends, KPIs and outcomes as necessary Analyse complex evidence data to identify key findings and make appropriate recommendations.