Job summary
The Workforce Investigations Officer will work Trust Wide on the investigation of Employee Relations cases such as Disciplinary and Bullying and Harassment in accordance with the Trust's Policies and procedures, best practice and legislative requirements.
Working to clear Terms of Reference the post-holder will be responsible for ensuring that all investigations are conducted impartially and objectively and will be committed to completing investigations within a strict timescale. The post holder will also be required to attend any subsequent formal hearings and to present their findings to the respective Panel, and where appropriate attend Employment Tribunals on behalf of the Trust.
This role will support the Trust's Just and Learning Culture and ensure that an employee-centred approach is championed throughout all investigations.
Number of Vacancies- 02
NOTE: Candidates successful through shortlisting will be required to complete an interview and in-tray exercise.
Main duties of the job
-
Responsible for Employee Relations investigations as allocated by the Head of Workforce Investigations, such as Disciplinary, Grievance and Respect and Dignity at Work, 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 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.
About us
Oxford University Hospitals NHS Foundation Trustis one of the largest NHS teaching trusts in the country. It provides a wide range of general and specialist clinical services and is a base for medical education, training and research.
The Trust comprises four hospitals - the John Radcliffe Hospital, Churchill Hospital and Nuffield Orthopaedic Centre in Headington and the Horton General Hospital in Banbury.
Our values, standards and behaviours define the quality of clinical care we offer and the professional relationships we make with our patients, colleagues and the wider community.We call thisDelivering Compassionate Excellenceand its focus is on our values of compassion, respect, learning, delivery, improvement and excellence.These values put patients at the heart of what we do and underpin the quality healthcare we would like for ourselves or a member of our family. Watch how we set out to deliver compassionate excellence via theOUH YouTube channel.
Job description
Job responsibilities
-
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 co-ordinating 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 facts.
-
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 reviewing 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.
-
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.
-
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
11.Liaising with senior managers and other internal/external stakeholders as appropriate when carrying out investigations.
12.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.
-
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.
Job description
Job responsibilities
-
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 co-ordinating 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 facts.
-
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 reviewing 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.
-
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.
-
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
11.Liaising with senior managers and other internal/external stakeholders as appropriate when carrying out investigations.
12.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.
-
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.
Person Specification
.
Desirable
- Educated to degree level or equivalent by experience
- Evidence of continuing professional development
- Formal investigation training e.g. Root Cause Analysis, NCAS MHPS training
- Substantial employee relations experience in a large complex NHS organisation
- Demonstrable track record of practical support and advice to employee relations investigations
- Proven experience of preparation for, and participating in, hearings relating to employee relations issues
- Proven track record of managing multiple cases concurrently, with excellent organisational skills
- Experience of working with Trade Union representatives in relation to ER case investigations
- Demonstrable experience of producing high quality written reports
- Experience of successfully working with a range of internal and external partners, working across organisational boundaries and with people at all levels of an organisation
- Demonstrable experience of delivering training on workforce investigations
Person Specification
.
Desirable
- Educated to degree level or equivalent by experience
- Evidence of continuing professional development
- Formal investigation training e.g. Root Cause Analysis, NCAS MHPS training
- Substantial employee relations experience in a large complex NHS organisation
- Demonstrable track record of practical support and advice to employee relations investigations
- Proven experience of preparation for, and participating in, hearings relating to employee relations issues
- Proven track record of managing multiple cases concurrently, with excellent organisational skills
- Experience of working with Trade Union representatives in relation to ER case investigations
- Demonstrable experience of producing high quality written reports
- Experience of successfully working with a range of internal and external partners, working across organisational boundaries and with people at all levels of an organisation
- Demonstrable experience of delivering training on workforce investigations
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
Additional information
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
Employer details
Employer name
Oxford University Hospitals NHS Foundation Trust
Address
Unipart House Business Centre, Cowley. Travel across all sites.
Garsington Road
Oxford
OX4 2PG
Employer's website
https://www.ouh.nhs.uk/ (Opens in a new tab)
