Assess, improve and professionalise the Trust response to investigations within the Employee and Human Resource setting by; - Working with stakeholders to create systems and processes that will ensure consistency of assessment and decision making within a conduct, grievance and disciplinary setting - Developing and improving the method of recording employee relations decisions within the corporate memory - Building and maintaining the important links between initial case assessment and any necessity for investigation within the context of a Just and Learning approach - Ensuring policies relevant to behaviour, discipline and grievance are regularly reviewed and revised to reflect current and best practice. - Working alongside HRBPs and on behalf of the Associate Director of HR & Resourcing, reviewing and delivering a continuous training programme with HR practitioners to equip relevant Trust managers to deliver investigations and fulfil the role of Investigating Officer - Deliver high quality training to build the pool of investigators, as well as for case managers and commissioning managers from all professional groups - Creating and maintaining opportunity for investigators to collectively check, challenge and peer review with appropriate safeguards for anonymity. - Acting as a mentor and critical friend, where required, for those in the Trust undertaking the role of Investigating Officer and case manager - Assessing and building upon the engagement expectations with victims and witnesses in employee relation cases - Developing and ensuring a consistency of assessment and reporting when policy determines a requirement for fact-finding - Developing and maintaining a system of performance data reporting for investigations that recognises organisational threat, harm and/or risk which ensures the necessary proportionate governance and oversight