During an internal investigation human resource professionals can be “caught in the middle” while trying to do their job. The complaint might be at a high-level or tangled with on-going litigation or your HR organization may not have staff with experience in investigations or possess investigative skill sets.

Using an independent, third-party fact-finder demonstrates a proactive approach to ensure that a system of checks and balances are in place, increasing the credibility of the investigation and helping to avoid accusations of impartiality.

The HR Consultant has performed many high-level, sensitive fact-findings, often working with outside counsel or in-house counsel to keep the process objective, confidential and to preserve attorney-client privilege where possible. And with the unique asset of having team members with federal investigative experience, we understand that the investigation process should be taken care of situations quickly, efficiently and completely.