Workplace Investigations for Employers & HR Teams
Independent, Experienced Employee Relations Support
Employee complaints involving harassment, discrimination, retaliation, misconduct, workplace conflict, or other sensitive concerns require a fair, organized, and impartial response.
I provide independent workplace investigation support to small businesses, HR teams, and consulting partners that need experienced assistance investigating employee concerns and documenting findings.
Charlotte, NC | Virtual & On-Site Support Available
When an Independent Investigation May Help
An outside investigator can provide additional capacity, specialized employee-relations experience, and an independent perspective when an internal investigation may not be practical.
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Harassment or discrimination complaints
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Retaliation concerns
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Workplace bullying or inappropriate conduct
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Manager or leadership complaints
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Interpersonal conflict
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Policy violations
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Employee misconduct
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Complaints involving HR or senior leadership
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Situations where neutrality or independence is especially important
Workplace Investigation Services
Depending on the scope of the matter, investigation support may include:
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Intake and allegation review
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Investigation planning
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Complainant, respondent, and witness interviews
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Document and evidence review
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Identification of relevant policies
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Credibility analysis
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Investigation notes and documentation
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Findings summaries or investigation reports
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Post-investigation consultation with HR or leadership
Support for HR Consultants & Other Partners
I also provide investigation support as a subcontractor or project resource for HR consultants, organizational-development firms, fractional HR professionals, and other consulting practices that need additional employee-relations capacity.
Engagements can be scoped for a single investigation or ongoing as-needed support.
Investigation Support vs. Legal Advice
Workplace investigations sometimes involve issues that may also carry legal implications. My services focus on the HR and employee-relations investigation process and do not constitute legal advice or legal representation.
When appropriate, organizations may choose to coordinate investigation strategy or findings with employment counsel.