Sexual harassment
Sensitive, respectful fact-finding around reported conduct, context, witnesses, documentation, and relevant policy.
Workplace investigations
When the stakes are high, clarity matters.
We conduct disciplined, impartial fact-finding for sensitive workplace concerns—helping organizations understand what happened and make the next decision from a stronger foundation.
Schedule a discovery call Independent investigation support for organizations and internal HR teams.
IMPARTIAL / THOROUGH
A credible process protects the integrity of the decision.
Workplace investigations require more than interviews. They require a defined scope, consistent process, careful evidence review, credibility analysis, clear documentation, and respect for the people involved.
Matters we can support
A wide-ranging palette of workplace concerns.
Discrimination
Independent investigation of concerns involving protected characteristics, treatment, decisions, or workplace patterns.
Policy violations
Determine what occurred, which standards may apply, and where the available evidence does—or does not—support the allegation.
Retaliation & misconduct
Examine reported retaliation, abuse of authority, conflicts of interest, bullying, integrity concerns, or other misconduct.
The investigation path
Structured from intake through findings.
Scope and process are agreed at the beginning. Communication is direct, confidentiality is respected to the extent possible, and conclusions remain grounded in the available evidence.
Scope
Clarify the concern, decision-makers, applicable policies, witnesses, evidence, timing, and engagement boundaries.
Investigate
Conduct structured interviews, review documents and available evidence, and follow relevant leads with consistency.
Analyze
Assess credibility and the weight of the evidence against the defined questions and applicable organizational standards.
Document
Provide a clear, organized summary of the process, evidence, findings, and limitations for the designated decision-maker.
When external support helps
Independence where it matters most.
An outside investigator can be especially valuable when the allegation involves senior leadership, internal HR, a conflict of interest, limited internal capacity, or a matter requiring neutral fact-finding.
The HR Strategy Agency provides HR investigation services, not legal representation. Employment counsel should be involved when legal advice or privilege is needed.
Discuss an investigation needFAQ
Before an investigation begins.
01What types of workplace concerns can you investigate?+
Matters may include sexual harassment, discrimination, retaliation, policy violations, misconduct, conflicts of interest, bullying, abuse of authority, and other sensitive employee concerns within the agreed scope.
02Can you investigate a member of our HR team or leadership team?+
Yes. An external investigator can add independence and capacity when the allegation involves internal HR, senior leadership, a conflict of interest, or a matter that would be difficult to investigate internally.
03Do you decide discipline or legal liability?+
No. The investigator conducts impartial fact-finding and reports findings within the agreed scope. The organization, often with employment counsel, remains responsible for legal conclusions and employment decisions.
04How quickly can an investigation begin?+
Timing depends on availability, urgency, scope, and conflicts. Contact us promptly so we can assess the situation, preserve momentum, and determine whether the engagement is a fit.
Your next move
Bring clarity to a sensitive workplace concern.
Contact us promptly to discuss the nature of the concern, timing, conflicts, and whether an independent investigation is the right next step.