Are you able to respond quickly where there are issues of misconduct or complex grievances, bullying or harassment allegations?

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Do you find:

• You have limited internal HR capacity
  
• A flatter structure means you ‘run out’ of the senior manager tiers or numbers to handle matters transparently
  
• It can be difficult to provide the support managers need to do investigations well
  
• You can get bound up in policy and procedure, and not be able to move quickly enough – especially where allegations involve safeguarding issues
  
• You rely on lawyers to provide the reflective mirror – and risk missing opportunities for mediation, team building or occupational health improvements.

We can offer external support on an ‘as needed’ basis to cut through blockages - be impartial and outcome focused, supporting everyone to reflect and learn.

Our Offer:

Our consultant will:

• Agree a brief and scope the assignment. Includes the approach to be taken if relevant information comes to light – to avoid a ‘fishing expedition’ and manage any new risk factors. Our separate project manager advises, supports and challenges the team to provide the highest standards.
• Undertake confidential interviews; prepare investigatory notes and a formal report that makes clear the issues but stops short of making a recommendation. The report is robust enough for the sponsoring manager to make a judgement.
• Provide feedback on HR/organisational issues that may require review. This includes a formal client report at the end of assignment to support the process and suggests improvements/lessons including an action plan.
• Support reflective learning with HR, the relevant managers and Trade Unions, undertake any policy and procedural reviews arising and facilitate any discussions needed.
• Attend disciplinary/grievance hearings and answer questions about the investigation.
• Attend appeal hearings or Employment Tribunals as a witness for the employer