Employee Relations Workplace Investigator

University of Utah Health•SALT LAKE CITY, UT

7d•Onsite

About The Position

The Employee Relations Workplace Investigator is responsible for conducting impartial workplace investigations involving allegations of employee misconduct, unprofessional or inappropriate behavior, abusive conduct, retaliation, workplace mistreatment, policy violations, and other matters assigned through the Employee Relations intake and triage process. This role manages investigations from referral through completion, including clarifying allegations, identifying applicable policies and standards, defining scope, developing investigation plans, gathering evidence, conducting interviews, analyzing information, and preparing final reports. The investigator will conduct trauma-informed and procedurally fair interviews of complainants, respondents, witnesses, and other involved individuals while maintaining professionalism, neutrality, and appropriate sensitivity. They will review and evaluate relevant records and evidence, including electronic communications, personnel documentation, policies, schedules, timekeeping information, video footage, and other available materials. The investigator will evaluate the relevance, reliability, consistency, and weight of evidence and assess credibility when accounts or evidence conflict. They will make objective findings using the applicable standard of proof and clearly distinguish established facts, disputed information, corroborating evidence, and allegations for which available evidence does not support a finding under the applicable standard proof. The investigator will identify concerns that emerge during an investigation and consult with the appropriate Employee Relations leader or institutional partner before expanding the scope. Additionally, the role involves preparing clear, concise, organized, and well-supported investigation reports, providing timely status updates, and communicating investigation outcomes to designated stakeholders while preserving confidentiality. The investigator will partner with Employee Relations leadership to assess incoming matters, clarify the investigative question, and determine the appropriate course of action. They will recognize matters requiring specialized institutional review or investigation and coordinate referrals or consultations when allegations may implicate discrimination or harassment, Title IX, research integrity, privacy, compliance, patient safety, criminal conduct, faculty affairs, or other specialized processes. The investigator will participate in coordinated or jointly assigned investigations when allegations cross functional or jurisdictional boundaries and identify and escalate actual or perceived conflicts of interest, significant risks, threats to safety, potential criminal conduct, evidence of ongoing harm, or other urgent concerns. Coordination with Public Safety will be necessary when allegations involve potential criminal conduct, threats to safety, weapons, violence, or other matters requiring law enforcement or security response, while maintaining appropriate separation between administrative and criminal investigative processes. The role requires applying consistent investigative practices, documentation standards, and procedural safeguards, supporting the development and maintenance of investigation protocols, and maintaining accurate case documentation in the designated case-management system. The investigator will maintain current knowledge of workplace investigation practices, employment-related requirements, and institutional policies, and identify recurring themes, process gaps, or organizational risk patterns to share with leadership. They may provide education to HR professionals and leaders regarding investigative processes, participant expectations, documentation practices, and non-retaliation requirements. Maintaining impartiality regardless of the position, seniority, professional status, or organizational influence of individuals involved in an investigation is crucial. The role also involves building effective working relationships with various HR and institutional partners while maintaining appropriate independence as a neutral fact finder, treating participants with dignity and respect, and handling sensitive and confidential information with sound judgment. The investigator must remain composed and objective when navigating emotionally charged conversations, conflicting accounts, challenging interpersonal dynamics, and allegations involving senior leaders.

Requirements

Bachelor’s degree in human resources, criminal justice, legal studies, psychology, sociology, or a related field, or an equivalent combination of education and relevant investigative experience.
Five years of progressively responsible experience in employee relations, workplace investigations, compliance investigations, human resources, or a closely related area.
Demonstrated experience independently conducting workplace or administrative investigations, including investigative planning, interviewing, evidence analysis, credibility and investigative assessment, and written findings.
Demonstrated experience preparing formal investigative reports or comparable analytical work products.
Familiarity with trauma-informed interviewing practices and investigations involving sensitive or emotionally complex allegations.
Advanced knowledge of workplace investigation principles, practices, and procedural fairness.
Demonstrated ability to conduct sensitive interviews, ask effective follow-up questions, evaluate conflicting information, and assess credibility.
Strong analytical reasoning and the ability to reach objective, evidence-based conclusions.
Exceptional written and verbal communication skills, including the ability to organize complex information and prepare clear, defensible investigation reports.
Ability to maintain neutrality and exercise sound judgment and discretion when handling confidential, sensitive, or high-risk matters.
Strong organizational and case-management skills, with the ability to manage multiple investigations and competing deadlines.
Ability to interpret and apply organizational policies and standards consistently and recognize when consultation, escalation, or referral is necessary.
Ability to work independently and collaborate effectively across a complex, highly matrixed academic healthcare organization.

Responsibilities

Conducts impartial workplace investigations involving allegations of employee misconduct, unprofessional or inappropriate behavior, abusive conduct, retaliation, workplace mistreatment, policy violations, and other matters.
Manages investigations from referral through completion, including clarifying allegations, identifying applicable policies and standards, defining scope, developing investigation plans, gathering evidence, conducting interviews, analyzing information, and preparing final reports.
Conducts trauma-informed and procedurally fair interviews of complainants, respondents, witnesses, and other involved individuals.
Reviews and evaluates relevant records and evidence, including electronic communications, personnel documentation, policies, schedules, timekeeping information, video footage, and other available materials.
Evaluates the relevance, reliability, consistency, and weight of evidence and assesses credibility when accounts or evidence conflict.
Makes objective findings using the applicable standard of proof and clearly distinguishes established facts, disputed information, corroborating evidence, and allegations.
Identifies concerns that emerge during an investigation and consults with the appropriate Employee Relations leader or institutional partner before expanding the scope.
Prepares clear, concise, organized, and well-supported investigation reports documenting the allegations, investigative process, relevant evidence, analysis, credibility considerations, and findings.
Provides timely status updates and communicates investigation outcomes to designated Employee Relations, Human Resources, or organizational stakeholders.
Responds to questions regarding the investigative record and conducts supplemental fact-finding when relevant information becomes available or additional clarification is needed.
Partners with Employee Relations leadership and consultants to assess incoming matters, clarify the investigative question, determine whether formal fact-finding is appropriate, and establish the investigator’s role.
Recognizes matters requiring specialized institutional review or investigation and promptly coordinates referral or consultation when allegations may implicate discrimination or harassment, Title IX, research integrity, privacy, compliance, patient safety, criminal conduct, faculty affairs or other specialized processes.
Participates in coordinated or jointly assigned investigations when allegations cross functional or jurisdictional boundaries.
Identifies actual or perceived conflicts of interest and escalates significant risk, threats to safety, potential criminal conduct, evidence of ongoing harm, or other urgent concerns through appropriate institutional channels.
Coordinates with Public Safety when allegations involve potential criminal conduct, threats to safety, weapons, violence, or other matters requiring law enforcement or security response.
Applies consistent investigative practices, documentation standards, and procedural safeguards across assigned matters.
Supports the development and maintenance of investigation protocols, templates, interview guides, report formats, case-management practices, and quality standards.
Communicates when case complexity, witness availability, or other circumstances may affect expected completion.
Maintains accurate case documentation, investigative timelines, case status, evidence records, interview documentation, and other required information in the designated case-management system.
Maintains appropriate investigative documentation sufficient to support institutional review, audit, litigation response, or other authorized purposes.
Maintains current knowledge of workplace investigation practices, employment-related requirements, and institutional policies.
Identifies recurring themes, process gaps, or organizational risk patterns and shares de-identified insights with Employee Relations leadership.
May provide education to HR professionals and leaders regarding investigative processes, participant expectations, documentation practices, and non-retaliation requirements.
Remains impartial regardless of the position, seniority, professional status, or organizational influence of individuals involved in an investigation.
Builds effective working relationships with Employee Relations consultants, HR Strategic Advisors, HR leaders, operational leaders, and institutional partners while maintaining appropriate independence as a neutral fact finder.
Treats investigation participants with dignity, respect, and professionalism and handles sensitive and confidential information with sound judgment.
Remains composed and objective when navigating emotionally charged conversations, conflicting accounts, challenging interpersonal dynamics, and allegations involving senior leaders.