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Third Party Investigations

During an internal investigation, human resource professionals can be put in a position with a natural conflict of interest 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 a staff with experience in complicated investigations.

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

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