Investigator
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Having spent over 30 years dealing with, and conducting HR investigations into, complaints of a variety of allegations it has become evident that early resolution is key to avoiding future conflict, both within the workplace and in terms of client relationships.
I recently conducted complex HR investigations for two UK Universities, two of which involved allegations of sexual assault and the other which involved allegations of bribery and corruption against a Vice-Chancellor.
As an independent consultant, I was able to conduct my investigations impartially and objectively, building relationships with the complainants, respondents and witnesses, using advanced cognitive interviewing techniques to obtain accurate recollection of events.
This enabled me to provide an unbiased and evidence-based investigation, with evidence-based outcomes and recommendations that proved reasonable and proportionate and provided me with valuable insight into the complexities of student and campus environments, the reputational risks to Universities, and the sensitivity and complexity related to distinction of behaviours of students, academics and elected members in academic and social environments.
Whilst employed by Transport for London, a large organisationthat serves London, I managed a team of c200 staff, which enables me to become an experienced people manager. I always approach each complaint with an open, transparent viewpoint, ensuring that I conduct a fair, thorough, and subjective investigation, gathering all the available facts and presenting them in a manner which delivers a fair and impartial decision or outcome.
Where improvements in conduct or behaviour are a factor, I have recommended improvements and provided support to ensure that the inappropriate behaviour are recognised, understood, and improved to provide a world-class service. Where such conduct is of a serious nature, such as gross misconduct, I have chaired disciplinary hearings in a fair, open, and engaging manner, allowing dialogue, and understanding individual perceptions and rationale, before I reach any conclusions.
My experience has seen me attend Employment Tribunals as a witness to present to a panel the reasoning for my decision making and demonstrate that my decisions, and investigations, are conducted in a fair, open, and subjective way, based on facts and evidence presented to me.
I value my integrity and my subjectivity, and this is more prevalent in my current position within a private consultancy company providing specialised and expert HR services and training to large organisations. It is these range of skills, knowledge, experience, and varied working background that I feel I can bring to the role and that the role will enable me to develop further to enhance my career as a people-centric manager.
