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Employee relations · Investigations · Mediation

Get to the facts. Keep people's trust.

Independent workplace investigations, expert support for your HR team's own investigations, and mediation for conflict between colleagues. For organizations of any size, at any stage.

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Our method

From concern to a decision that holds up.

Our approach has one rule: slow down assumptions, establish the facts, and document every step, while treating everyone involved with dignity.

Every matter follows the same chain, so you can see exactly how we got from what was reported to what we recommend.

  1. ConcernUnderstand the allegation and what is actually being reported.
  2. EvidenceInterviews, documents and a timeline that separate facts from assumptions.
  3. AnalysisCredibility, bias and policy, weighed on a preponderance-of-evidence standard.
  4. FindingA clear, proportionate conclusion with the reasoning written down.
  5. ActionCoach the leader, close the loop with the employee, fix the root cause.
We investigate for you

Third-party investigator services

An independent, impartial investigation when a matter is too sensitive, too senior or too close to handle internally.

How it works

  1. Intake & scoping. Define the allegations, the policies involved and who needs to be heard.
  2. Investigation plan. Witnesses, evidence to collect, interview order and timeline.
  3. Interviews. Structured conversations with the complainant, respondent and witnesses.
  4. Evidence & timeline. Corroborate accounts and identify gaps. Adjust the plan when new facts emerge.
  5. Credibility & analysis. Assess consistency, corroboration and potential bias against each allegation.
  6. Findings report. Substantiated or not substantiated, allegation by allegation, with the rationale.

You receive

  • Written investigation report with findings and supporting evidence
  • Timeline and credibility assessment
  • Recommendations on proportionate next steps

Best when independence matters: executive conduct, multiple complainants or high legal risk.

Your team investigates, we advise

Investigation consultant services

Expert support for your in-house HR or ER team at any stage, so their investigations are consistent and hold up to review.

Choose what you need

  • Intake triage & routing. Decide what needs an investigation, and who owns it: ER, HR, leave and accommodations, security or legal.
  • Planning tools. Allegation frameworks, interview guides and investigation plans.
  • Report review. A second set of eyes on findings, credibility analysis and documentation.
  • Consistency review. Check that outcomes are proportionate and that similar cases get similar treatment.
  • Leader & employee communications. Talking points, close-out letters and difficult-conversation prep.
  • ER program build-out. Operating model, case templates, routing and clear handoffs between teams.

You receive

  • Templates and guides your team keeps using
  • Documented review notes on each matter

Best when you have capable people who need structure, capacity or a defensibility check.

Neutral facilitation

Workplace mediation

For interpersonal conflict between colleagues or between a manager and a team member, before it costs you productivity or people.

How it works

  1. Intake & suitability. Confirm mediation is the right tool and both parties agree to take part.
  2. One-on-one conversations. Each person is heard privately first.
  3. Facilitated joint session. A structured conversation focused on how to work together going forward.
  4. Working agreement. Specific, written commitments both parties shape and sign.
  5. Follow-up check-in. A conversation a few weeks later to confirm the agreement is holding.

You receive

  • Signed working agreement
  • Manager guidance on supporting the agreement

Mediation is for conflict, not misconduct. Allegations of harassment, discrimination or retaliation go to investigation.

Matters we handle

Harassment & discrimination Retaliation Leadership conduct Conflicts of interest Workplace threats & safety Time theft & policy violations Attendance & accommodation intersections Multiple or patterned complaints

Which service fits?

Three ways to work with us, side by side.

CompareThird-party investigatorInvestigation consultantWorkplace mediation
Who leadsVantaHR conducts the investigationYour HR or ER team, with our guidanceVantaHR as a neutral facilitator
Use it forAllegations of misconduct that need an independent findingMatters your team can handle, with added structure or reviewInterpersonal conflict without a misconduct allegation
Choose it whenThe matter is senior, sensitive, involves multiple complainants or carries high legal riskYou need capacity, consistency or a defensibility checkTwo people need a workable way forward
The resultWritten findings, allegation by allegation, with evidence and rationaleReviewed documentation, plus templates and guides your team keepsA signed working agreement and a follow-up check-in

Principles

How we work on every matter.

Facts before conclusions

We separate allegations, observations and established facts, and note where the gaps are.

Documentation that holds up

Context, timelines, perspectives, credibility and rationale. Not just the outcome.

Accountability with dignity

Everyone gets a real chance to be heard and a clear explanation of the why.

Proportionate and consistent

Similar situations get similar treatment. When the evidence doesn't support an allegation, we say so.

Root causes, not just cases

We look for the leadership, process or ownership issue behind a pattern of complaints.

Confidential · No obligation

Tell us what you're dealing with.

  1. Initial conversationWe talk through the situation in general terms and what you need.
  2. RecommendationWe tell you which service fits, or whether something else would serve you better.
  3. Scope & startWe agree on scope, timeline and who needs to be involved, then begin.

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