Job vacancy: HR Investigator & Resolutions Advisor, Medway NHS Foundation Trust, GIllingham

Job summary

Main area

Grade

Band 6

Contract

Permanent

Hours

Full time
Part time
Flexible working

37.5 hours per week

Job ref

275-0925-HRI&RA

Employer: Medway NHS Foundation Trust
Employer type: NHS
Site: Medway Maritime Hospital
Town: GIllingham
Salary: per annum
Closing: 16/09/2025 23:59

HR Investigator & Resolutions Advisor

Band 6

Do you have the ambition and vision to deliver the Best of Care by the Best People?

Here at Medway, we pride ourselves on working together as one to ensure that our shared vision of Better, Best, Brilliant is achieved

Our Trust is a great choice for people who want to develop their career in an ambitious and dynamic environment; our employees are able to choose the coverage and supplemental benefits that best fit their needs and those of their families. This includes the promotion of flexible working opportunities across the Trust, we are able to give our employees flexibility on where, when and the hours they work.

Our culture and values are what drives Medway NHS Foundation Trust and is the heartbeat of who we are as an organisation. It is important that you understand and to refer to our values when you are completing your application and always reflect our values throughout your employment with the Trust.

Detailed job description and main responsibilities

An exciting opportunity has arisen for someone looking to develop and progress their ER skills and experience.

To support the Case Manager and Resolutions Business Partner to create Terms of Reference for investigations where needed, sending weekly updates on completion times for each case.

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

To refer cases to the Resolutions Business Partner where an element of fraud is uncovered during an investigation and to link with with local counter fraud contacts as needed for investigations.

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.

Person specification

Qualifications

Essential criteria

Degree or equivalent
Fully CIPD qualified, level 5 or above
Mediation or Investigator Qualification, or willingness and ability to complete and achieve qualification within 12 months of appointment

Knowledge

Essential criteria

Up to date Employment Law Knowledge
Knowledge of NHS Terms and Conditions
Best Practice Employee Relations

Desirable criteria

MHPS knowledge and experience

Experience

Essential criteria

Experience undertaking or supporting ER Investigations
Advising Managers or colleagues in dealing with conflict and grievances
Working in Unionised environment
Experience of development of HR policies
Experience of report writing
Providing coaching or training
Providing advice and supporting managers with applying ER policies

Please note that we do not accept applications via CV or recruitment agencies.

This post will close before the intended closing date should sufficient number of suitable applications be received. Therefore, if you are interested in applying for this role, we suggest that you do so at the earliest opportunity.

Applications are welcomed from applicants who wish to apply for a position on the basis of a smarter or flexible working arrangement. Where candidates are successful at interview, such requests will be taken under consideration and accommodated where the needs of the service allow.

We welcome applications irrespective of people's age, disability, gender identity and gender expression, race or ethnicity, religion or belief, sexual orientation, or other personal circumstances. We have policies and procedures in place to ensure that all applicants are treated fairly and consistently at every stage of the recruitment process, including the consideration of reasonable adjustments for people who have a disability.

All staff no matter where they work or which age group of patients they work with must be aware of their responsibility to act when they feel a child, young person or vulnerable adult has been or is at risk of abuse.

We are a fully non-smoking Trust. Smoking is completely prohibited in all Trust buildings, grounds and car parks for patients, visitors, staff and contractors.

This Local Employment Partnership Employer shares information about new starters with Jobcentre Plus, for statistical purposes only.

After applying via NHS Jobs, your submitted application will be imported into our preferred third-party recruitment system. All subsequent information regarding your application will be generated from apps.trac.jobs. If you are appointed to a post, information will also be transferred into the NHS Electronic Staff Records system.

You will not be able to track the progress of your application or receive messages through NHS Jobs, and furthermore, as an employer, we will not be able to respond to any e-mails sent to us via NHS Jobs. If you have a query relating to your application, please contact the Resourcing Team on 01634 830000.

If you have not heard from us within 21 days of the closing date, please assume that you have not been shortlisted on this occasion.

We wish to stress that no discourtesy is intended in following such a procedure, and you should not let this deter you from future applications.