hr-investigation

HR Investigation Skill

Overview

The HR Investigation skill provides capabilities for supporting workplace investigation processes. This skill enables proper investigation planning, interview guidance, evidence documentation, and consistent procedural handling for employee relations matters.

Capabilities

Investigation Planning

• Create investigation plans and interview guides
• Define scope and objectives
• Identify witnesses and evidence sources
• Establish timelines and milestones
• Document investigation parameters

Interview Support

• Generate witness interview questions
• Create interview preparation guides
• Provide interview technique guidance
• Document interview notes consistently
• Handle sensitive conversations

Evidence Management

• Document evidence and findings consistently
• Organize and catalog evidence
• Maintain chain of custody
• Track evidence sources
• Support document preservation

Legal Standards

• Apply legal standards and burden of proof
• Reference relevant employment laws
• Consider jurisdiction-specific requirements
• Identify legal consultation needs
• Support defensible processes

Report Generation

• Create investigation summary reports
• Document findings and analysis
• Present evidence objectively
• Make credibility assessments
• Provide recommendations

Process Management

• Track investigation timelines and milestones
• Monitor due process requirements
• Ensure procedural consistency
• Manage confidentiality requirements
• Support appeals processes

Usage

Investigation Plan

const investigationPlan = {
  case: {
    id: 'INV-2026-001',
    type: 'Harassment Complaint',
    priority: 'high',
    confidential: true
  },
  scope: {
    allegations: [
      'Alleged verbal harassment by supervisor',
      'Alleged hostile work environment'
    ],
    timeframe: 'October 2025 - January 2026',
    department: 'Sales'
  },
  witnesses: [
    { role: 'complainant', name: 'Employee A', interview: 1 },
    { role: 'respondent', name: 'Employee B', interview: 2 },
    { role: 'witness', name: 'Employee C', interview: 3 }
  ],
  evidence: [
    'Email communications',
    'Slack messages',
    'Performance documentation',
    'Prior complaints'
  ],
  timeline: {
    start: '2026-01-20',
    targetCompletion: '2026-02-10',
    milestones: [
      { task: 'Initial interviews', due: '2026-01-25' },
      { task: 'Document review', due: '2026-01-30' },
      { task: 'Follow-up interviews', due: '2026-02-05' },
      { task: 'Report draft', due: '2026-02-08' }
    ]
  }
};

Interview Guide

const interviewGuide = {
  interviewee: {
    role: 'complainant',
    case: 'INV-2026-001'
  },
  sections: [
    {
      topic: 'Background',
      questions: [
        'Please describe your role and reporting relationship.',
        'How long have you worked with [respondent]?'
      ]
    },
    {
      topic: 'Specific Incidents',
      questions: [
        'Please describe the incident(s) that led to your complaint.',
        'When and where did this occur?',
        'Who else was present?',
        'What exactly was said or done?'
      ]
    },
    {
      topic: 'Impact and Response',
      questions: [
        'How did this make you feel?',
        'Did you report this to anyone at the time?',
        'Has this affected your work?'
      ]
    }
  ],
  reminders: [
    'Maintain neutral demeanor',
    'Take detailed notes',
    'Remind of confidentiality expectations',
    'Remind of non-retaliation policy'
  ]
};

Process Integration

This skill integrates with the following HR processes:

| Process | Integration Points |

|---------|-------------------|

| workplace-investigation.js | Full investigation workflow |

| grievance-handling.js | Formal complaint investigations |

| performance-improvement-plan.js | Documentation for termination |

Best Practices

1. Promptness: Begin investigations quickly after complaint
2. Neutrality: Maintain objectivity throughout
3. Thoroughness: Follow all reasonable leads
4. Documentation: Document everything contemporaneously
5. Confidentiality: Protect information appropriately
6. Non-Retaliation: Monitor and prevent retaliation

Metrics and KPIs

| Metric | Description | Target |

|--------|-------------|--------|

| Response Time | Days to begin investigation | <3 days |

| Completion Time | Days to complete investigation | <30 days |

| Documentation Quality | Complete and defensible records | 100% |

| Outcome Tracking | Resolution effectiveness | Track patterns |

| Retaliation Incidents | Retaliation complaints post-investigation | 0 |

Related Skills

• SK-022: Employment Compliance (legal guidance)
• SK-008: PIP Documentation (performance cases)