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Remote Workplace Investigator Jobs in Indiana (NOW HIRING)

Akumincorp

Employee Relations Specialist

Indianapolis, IN · Remote

$60K - $80K/yr

This will be a full-time, remote role, located within the United States. The Employee Relations ... Experience supporting workplace investigations and employee relations case management. At Akumin ...

FCCI Insurance Group

E&S Claim Adjuster

Carmel, IN · On-site +1

$91K - $140K/yr

Investigate assigned E&S lines claims, including initial investigation, coverage evaluation ... Richmond, VA and Richardson, TX) or can be remote within FCCI territory. In exchange for your ...

FCCI Services Inc.

E&S Claim Adjuster

Carmel, IN · On-site +1

$91K - $140K/yr

Investigate assigned E&S lines claims, including initial investigation, coverage evaluation ... Richmond, VA and Richardson, TX) or can be remote within FCCI territory. In exchange for your ...

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Remote Workplace Investigator information

What does a remote workplace investigator do?

A Remote Workplace Investigator is responsible for conducting investigations into workplace issues such as harassment, discrimination, misconduct, or policy violations, all while working remotely. They gather information by interviewing employees, reviewing documents, and analyzing evidence to ensure a fair and thorough process. Their goal is to provide objective findings and recommendations that help organizations resolve disputes and maintain a safe, compliant work environment. Being remote, they use digital communication tools and adhere to confidentiality protocols to protect all parties involved.

What skills and qualifications are needed to be a remote workplace investigator?

To thrive as a Remote Workplace Investigator, you need expertise in conducting investigations, knowledge of employment laws, and experience in human resources or legal fields, typically supported by a relevant degree or certification. Familiarity with case management software, secure communication platforms, and digital evidence tools is also important. Strong analytical thinking, discretion, and clear written and verbal communication are essential soft skills for building trust and ensuring thorough, unbiased investigations. These skills and qualifications are crucial for resolving workplace issues impartially and maintaining organizational integrity in a remote environment.

How does a remote workplace investigator effectively gather information and conduct interviews while working off-site?

As a Remote Workplace Investigator, much of your work involves conducting interviews and collecting evidence through digital means, such as video calls, emails, and secure document sharing platforms. Building rapport and ensuring confidentiality in a virtual setting can be challenging, so strong communication skills and technological proficiency are essential. You'll often collaborate with HR, legal teams, and IT to access relevant data while adhering to privacy protocols. Regular check-ins with stakeholders and thorough documentation are key to maintaining the integrity of the investigation process in a remote environment.

What is the difference between Remote Workplace Investigator vs On-site Workplace Investigator?

AspectRemote Workplace InvestigatorOn-site Workplace Investigator
Work EnvironmentConducts investigations remotely, often via video calls and digital evidence reviewPerforms investigations physically at the workplace location
Required CredentialsTypically requires certifications in workplace investigations, HR, or compliance; strong digital communication skillsSimilar certifications; may include safety or security training; familiarity with physical site protocols
Employer & Industry UsageUsed across industries with remote work policies, including corporate, tech, and legal sectorsCommon in manufacturing, retail, and industries requiring physical site assessments

Remote Workplace Investigators focus on digital and remote evidence collection, suitable for companies with remote or hybrid workforces. On-site Workplace Investigators conduct physical investigations at the workplace, often involving site inspections. Both roles require similar certifications but differ mainly in work environment and investigation methods.

How do you become a remote workplace investigator?

To become a remote workplace investigator, candidates typically need a background in human resources, law enforcement, or related fields, along with strong investigative and communication skills. Relevant certifications, such as Certified Fraud Examiner (CFE) or workplace investigation training, can enhance qualifications. Experience with remote communication tools and understanding of employment laws are also beneficial.

What are the most commonly searched types of Workplace Investigator jobs in Indiana?

The most popular types of Workplace Investigator jobs in Indiana are:

What are popular job titles related to Remote Workplace Investigator jobs in Indiana?

For Remote Workplace Investigator jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Remote Workplace Investigator jobs in Indiana look for?

The top searched job categories for Remote Workplace Investigator jobs in Indiana are:

What cities in Indiana are hiring for Remote Workplace Investigator jobs?

Cities in Indiana with the most Remote Workplace Investigator job openings:

Remote Workplace Investigator jobs near you
Infographic showing various Remote Workplace Investigator job openings in Indiana as of August 2026, with employment types broken down into 1% As Needed, 73% Full Time, 21% Part Time, 1% Temporary, 3% Contract, and 1% Nights. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution.

HR Business Partner_Human Resources

Indianapolis, IN • On-site, Remote

ppgnhaik
See more jobs at ppgnhaikexternal

$78K - $145K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 28 days ago

Job description

Why Planned Parenthood?

 

Working at Planned Parenthood Great Northwest, Hawai’i, Alaska, Indiana, Kentucky is more than a job.  It provides the opportunity to contribute to our powerful mission and perform meaningful work.

In healthcare services, this means a commitment to providing the absolute best in patient care and education. Our exceptional health center staff drives our mission forward by upholding our acclaimed customer service & confidentiality standards, and working to create a safe, judgement-free space for anyone seeking Planned Parenthood services.

About our HR Business Partner position

 

The Human Resources Business Partner (HRBP) serves as a strategic and operational partner across assigned regions, providing expert guidance in employee relations, labor relations, HR compliance, and workplace strategy. This role is responsible for managing complex employee issues, conducting workplace investigations, supporting a union environment, and driving initiatives related to retention, performance and organizational effectiveness across a multi-state workforce. The HRBP works closely with employees, leaders and HR partners to ensure consistent, equitable, and compliant practices while proactively using data and insights to improve employee experience and reduce organizational risk.

What you will be doing!

Serve as the primary HR advisor for assigned region, providing guidance on employee relations, performance concerns, and corrective actions.

 • Coach managers on addressing employee issues proactively to reduce risk and improve outcomes.

 • Support and guide corrective action processes, ensuring consistency, fairness, and documentation integrity.

 • Respond to and resolve employee concerns with a focus on timely, compliance and thoughtful resolution.

• Conduct thorough, impartial workplace investigations.

• Gather and analyze information, interview involved parties, and document findings.

• Provide recommendations and partner with leadership on appropriate outcomes.

 • Ensure investigations meet legal and organizational standards.

• Support employees and leaders in a union environment by applying the collective bargaining agreement (CBA).

 • Assist with grievance processes, corrective actions, and investigations involving union   employees.

 • Partner in labor-management processes and meetings, as needed.

• Analyze turnover trends and identify root causes across regions, departments and employee groups.

 • Partner with leaders to develop and implement retention strategies.

 • Utilize HR data and metrics to identify risks and implement proactive solutions.

• Support initiatives that enhance employee engagement, satisfaction, and workforce stability

Support the implementation of continuous improvement of the performance management process.

 • Coach managers on goal setting, feedback, and performance conversations.

• Partner on performance improvement plans and ensure consistency across the organization.

 • Identify trends in performance outcomes and recommend enhancements.

   Support the development and extension of salary offers in partnership with Talent Acquisition     and leaders.

 • Ensure offers are competitive, equitable, and aligned with internal pay structure.

• Provide guidance on compensation decisions, including pay equity and compression considerations.

Ensure compliance with federal, state, and local employment laws across employee worked and lived in states.

• Monitor regulatory changes and advise leadership on impact.

• Support the development, review and update of HR policies.

• Ensure the accurate and consistent interpretation and application of HR policies across the organization

Partner with organizational stakeholders to support a positive, consistent, and high[1]quality employee experience.

• Work cross-functionally with HR team members to ensure alignment, consistency, and effective service delivery.

 • Use data and insights to inform recommendations and influence decision-making at the leadership level.

 • Contribute to HR initiatives that strengthen culture, engagement and organizational effectiveness.

• Identify training needs, recommend and facilitate HR-related training initiatives aligned with organizational objectives and workforce development priorities

Minimum Qualifications:

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent of education and experience.

• Minimum of 3 years of progressive HR experience.

• Working knowledge of federal, state and local employment laws, including multi-state compliance.

• Experience supporting both remote and onsite workforces across multiple locations.

Preferred Qualifications:

    HR certification (e.g., SHRM-CP, PHR, SHRM-SCP, SPHR).

 • Experience supporting or working in a unionized healthcare environment.

 • Experience conducting workplace investigations, including complex and sensitive matters.

• Experience supporting compensation decisions.

Salary Range:

Washington $78,164.00 - $145,163.00 Annually

Alaska $74,256.00 - $137,904.00 Annually

Hawaii $70, 348.00 - $130,646.00 Annually

Indiana, Idaho, Kentucky - $66,439. 00 - $123,388.00 Annually

Position Type:

Full-time

Benefits Eligibility:

 This position is eligible for PPGNHAIK benefits.  As part of our total compensation, we provide a comprehensive benefits plan including medical, dental and vision plans, retirement, paid time off, short and long-term disability and life insurance.  For additional information about our benefits program, please send an email to hre.contacts@ppgnhaik.org.

Other Information:

All new hires are strongly recommended to have the COVID-19 vaccination, including boosters. All new hires hired between September and April must present proof of receiving a current flu shot. 

What we expect from you.

  • That you adhere to our code of conduct, policies, procedures, and protocols.
  • That you always demonstrate a high degree of professionalism.
  • That you always support and model our customer service standards.
  • That you value continuous learning and seek ongoing training and development.

Our commitment to diversity:

At PPGNHAIK, we’ve outlined our priorities and goals as we continue to cultivate and promote a diverse, equitable, & inclusive culture that champions dignity, care, and respect, and where employees feel welcomed and motivated to do their best. These priorities reflect our promise to support programs and initiatives that promote continuous learning and organizational development and discussions on DEI topics; provide internal developmental opportunities; and assess what more we can do to nurture a supportive and equitable work environment.

 Equal Employment Opportunity

PPGNHAIK is an Equal Opportunity Employer.  Equal Opportunity will be provided to all employees and applicants for employment on the basis of their ability and competence without unlawful discrimination on the basis of their race, color, ethnicity, national origin, gender, gender identity, gender expression, sexual orientation, religion, protected veteran status, marital status, age, disability, or any other status protected by applicable state or federal law.

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