I'm an Employee Relations Specialist and I need to conduct workplace investigations. What's the best investigation training?

If you're an Employee Relations Specialist who will actually conduct workplace investigations, I’d focus less on generic HR training and more on investigator-specific training: interviewing, credibility assessment, evidence analysis, report writing, bias, and investigation strategy.

Based on the current programs I found, these are the main options I’d consider:

1. Association of Workplace Investigators (AWI) — deepest investigator training

Association of Workplace Investigators’s Training Institute is specifically built around workplace investigations rather than HR generally. Its curriculum covers bias, planning, law, evidence, credibility, ethics, interviewing, analysis, and report writing. It culminates in an assessment and certificate.AWI

This is the option I'd look at if investigations are going to be a significant part of your ER role.

One important practical consideration: the 2026 AWI Training Institutes are currently full/waitlisted, with 2027 programs scheduled in Portland, Denver, San Francisco, and virtually.AWI

AWI also has a Fundamentals Series, specifically intended for people who are new to investigations or haven't had formal training, and it is recommended as a precursor to the Institute.AWI

awi.org

2. SHRM Workplace Investigations Specialty Credential — best fit for an HR/ER professional

SHRM has a Workplace Investigations Specialty Credential that combines:

• Leading Workplace Investigations instructor-led training
• Managing Bias in a Workplace Investigation
• Competent Workplace Investigation Interviews
• A final knowledge assessment
• 13.5 SHRM PDCs and a digital credentialSHRM+1

The underlying Leading Workplace Investigations program uses case studies and legal scenarios and teaches a seven-step investigation framework, investigator competencies, formal-investigation considerations, evidence gathering, and practical investigation techniques.SHRM

For someone whose primary identity is Employee Relations/HR, rather than an independent professional investigator, this is a particularly relevant route.

shrm.org

3. EEOC training — excellent supplement for discrimination/harassment investigations

The U.S. Equal Employment Opportunity Commission offers investigator training focused specifically on EEO matters. Its training materials emphasize investigation planning, interviewing, credibility assessment, evidence review, and writing findings.EEO Training+1

I'd treat this as supplemental training, rather than your sole workplace-investigations program, because ER investigations go beyond EEO allegations into conduct, policy violations, retaliation, workplace conflict, performance, ethics, etc.

eeotraining.eeoc.gov

What I'd recommend for your situation

If you're relatively new to conducting investigations, I'd build your training in this order:

1. Core investigation training: AWI Fundamentals or SHRM Leading Workplace Investigations.
2. Interviewing + credibility: Take a dedicated course/workshop rather than assuming a general HR class teaches enough interviewing.
3. Report writing: This is a major skill. AWI currently offers a hands-on Report Writing Workshop covering evidence evaluation, factual findings, credibility factors, and writing reports decision-makers can use.AWI
4. EEO/legal overlay: Add EEOC training or employment-law training covering discrimination, harassment, retaliation, ADA, Title VII, etc.
5. Practice: Conduct mock investigations and have an experienced ER professional or employment attorney critique your interview plan, questions, credibility analysis, and report.

If you want one answer

For serious investigator development: AWI.

For an ER professional who wants a structured HR credential: SHRM's Workplace Investigations Specialty Credential.

And if your organization will be relying on you for high-risk harassment, discrimination, retaliation, executive misconduct, or termination-related investigations, I'd strongly favor training that includes live/mock interviewing and actual report-writing exercises, not just video-based legal instruction.

If you tell me your years of ER experience, how many investigations you expect to conduct per year, whether you're in-house or consulting, and your approximate training budget, I can narrow this down to a specific training path and compare AWI vs. SHRM vs. EEOC vs. other investigator programs by cost, depth, time commitment, credential value, and practical skill-building.

If you’re already an Employee Relations Specialist and will actually be conducting investigations, I’d prioritize training that gives you hands-on interviewing, credibility assessment, evidence analysis, report writing, and investigation methodology—not just general employment-law training.

Based on the current programs available, these are the ones I’d put on your shortlist:

1. SHRM Workplace Investigations Specialty Credential

SHRM’s Workplace Investigations Specialty Credential is a particularly good fit for an ER professional because it combines:

• Instructor-led Leading Workplace Investigations
• Training on managing bias
• Competent workplace investigation interviews
• A seven-step investigation framework
• A case study/application component
• A final knowledge assessment
• 13.5 SHRM PDCs and a specialty credential/badgeSHRM+1

shrm.org

Why I'd consider it: It's structured specifically for HR professionals and covers the entire investigation lifecycle rather than focusing narrowly on harassment law.

2. Association of Workplace Investigators (AWI)

If you want to become really strong at investigations as a professional skill, I'd take a serious look at the Association of Workplace Investigators.

AWI is specifically focused on the quality and impartiality of workplace investigations and offers training for both internal and external investigators.American Welding Institute

Its fundamentals curriculum covers the practical foundation of conducting impartial investigations, and AWI's training addresses things such as:

• Planning an investigation
• Interviewing
• Evidence gathering
• Credibility assessment
• Documentation
• Report writing
• Investigator competencies

Its on-demand Basics program specifically includes interviewing reluctant witnesses, obtaining relevant evidence, assessing credibility, reaching defensible conclusions, and investigation documentation.Learning Center

learningcenter.awi.org

Why I'd consider it: AWI is more specialized in the craft of investigation than a general HR credential.

3. SHRM's Leading Workplace Investigations — if you don't want the full credential

If budget or time is a concern, SHRM's Leading Workplace Investigations course is a more focused option. It's available live online or in person and uses a real-world case study and legal scenarios. It teaches a seven-step investigation framework and investigator competencies.SHRM

shrm.org

4. EEOC Training Institute — particularly for EEO/harassment investigations

For an ER role where you'll investigate harassment, discrimination, retaliation, accommodations, and other EEO matters, I'd supplement your core investigator training with U.S. Equal Employment Opportunity Commission training.

The EEOC Training Institute offers training specifically covering EEO investigations and complaint processing, including live training with EEOC experts.EEO Training+1

The EEOC also emphasizes that employers should take prompt and appropriate action when harassment is reported and that investigations consider the entire record and context of the alleged conduct.EEOC

eeotraining.eeoc.gov

How I'd structure your training

For someone in Employee Relations, I wouldn't pick a single course and call yourself done. I'd build a progression:

Foundation → Practice → Specialization

1. Core investigator training: SHRM Workplace Investigations Credential or AWI Fundamentals.
2. Investigation practice: Get training specifically involving mock interviews, witness questioning, credibility determinations and case exercises.
3. Report writing: Take a dedicated investigation-report-writing course/workshop.
4. EEO/legal overlay: EEOC training covering harassment, discrimination and retaliation.
5. Ongoing development: AWI webinars and advanced workshops.

AWI, for example, currently offers specialized workshops on credibility and report writing in addition to its foundational material.American Welding Institute+1

My practical recommendation for your role

If your employer is paying and you expect workplace investigations to be a meaningful part of your job, I'd lean toward SHRM's Workplace Investigations Specialty Credential + AWI training/resources. The combination gives you both an HR-oriented framework and a deeper investigator-specific perspective.

If you're new to investigations, I'd start with the fundamentals rather than jumping immediately into advanced credibility or report-writing training.

If you tell me your experience level (new / some investigations / experienced) and whether you investigate mostly harassment & discrimination, employee misconduct, retaliation, performance issues, or all of the above, I can narrow this down to 3 specific programs and compare cost, duration, format, credential value, and practical hands-on training.

The EEOC Training Institute offers training specifically covering EEO investigations and complaint processing, including live training with EEOC experts.

The EEOC also emphasizes that employers should take prompt and appropriate action when harassment is reported and that investigations consider the entire record and context of the alleged conduct.

If you’re already an Employee Relations Specialist and workplace investigations are a meaningful part of your job, I’d prioritize investigation-specific, skills-based training over a general HR or employment-law course.

My top recommendation: AWI

The Association of Workplace Investigators (AWI) is the organization I’d put at the top of your list if your goal is to become genuinely strong at investigations.

AWI’s training is specifically built around impartial workplace investigations—not HR broadly. Its fundamentals training covers interviewing, reluctant witnesses, evidence gathering, credibility assessment, defensible decision-making, and investigation documentation.Learning Center

learningcenter.awi.org

Why I like it for an ER professional: It gets into the craft of investigating: how to formulate allegations, develop an investigation plan, conduct interviews, test competing accounts, assess credibility, and write defensible findings.

AWI also has an intensive Training Institute for people who want to take investigations much more seriously as a professional specialty. AWI currently recommends its Fundamentals Series as preparation for the Institute.Association of Water Initiatives

Best mainstream HR option: SHRM

If you want something that fits naturally into an HR/ER career path, I'd strongly consider the SHRM Workplace Investigations Specialty Credential.

It combines:

• Leading Workplace Investigations — instructor-led
• Managing Bias in a Workplace Investigation
• Competent Workplace Investigation Interviews
• A final knowledge assessment

Completing the program earns 13.5 SHRM PDCs plus a certificate and digital badge.SHRM

shrm.org

The instructor-led component is particularly practical: SHRM describes it as using real-world case studies and legal scenarios to practice investigative skills.SHRM

I'd choose SHRM over AWI if: your employer is paying, you want a recognizable HR credential, or you want a structured introduction before going deeper into investigations.

How I'd rank them for you

The EEOC Training Institute is also worth using as a supplement, particularly for harassment/EEO investigations. Its training includes material on prompt and effective investigations and applying investigation principles to harassment complaints.EEO Training

eeotraining.eeoc.gov

One important distinction

I'd be careful about choosing a course simply because it says "workplace investigations." For someone in ER, the most valuable training should give you significant practice with:

• Interview planning and questioning
• Witness interviews
• Handling hostile/reluctant witnesses
• Credibility assessments
• Conflicting evidence and "he said/she said" cases
• Developing allegations and scope
• Evidence/document review
• Investigative sequencing
• Avoiding confirmation bias
• Making findings based on the evidence
• Writing the investigative report
• Separating findings of fact from recommendations/discipline
• Retaliation issues
• Confidentiality and privilege
• Knowing when to involve employment counsel or an external investigator

That aligns well with the EEOC's expectation that harassment complaints receive a prompt, thorough, and impartial investigation.EEOC+1

If I were building your training path

I'd do:

1. SHRM Workplace Investigations Specialty Credential → build a solid HR-oriented foundation.

2. AWI Fundamentals → sharpen the actual investigative craft.

3. AWI Training Institute → if investigations are going to be a major part of your career.

4. Ongoing EEOC/employment-law training → keep your legal framework current.

And then I'd practice with realistic case simulations. In my view, that's the piece that makes the biggest difference between knowing the investigation process and actually being a good investigator.

If you tell me your years of ER experience, how many investigations you conduct per year, whether you're in-house or consulting, and your approximate training budget, I can narrow this down to the best 3 programs for your specific career level, including cost, time commitment, online vs. in-person, and credential value.

If you’re an Employee Relations Specialist who will actually conduct investigations, I’d prioritize hands-on investigation training over general HR or employment-law courses. The two programs I’d put at the top of your list are AWI and SHRM.

My top recommendations

1. 🥇 Association of Workplace Investigators (AWI) — best for becoming a strong investigator

awi.org

This would be my #1 choice if investigations are going to be a significant part of your ER role.

AWI is specifically focused on workplace investigations rather than HR generally. Its training emphasizes the skills that make an investigator effective:

• Investigation planning and scope
• Evidence collection
• Interviewing complainants, respondents, and witnesses
• Credibility assessment
• Bias and investigator neutrality
• Findings and analysis
• Investigation report writing
• Handling difficult/high-conflict investigations

AWI currently offers a Workplace Investigation Fundamentals Series covering three areas: core principles/planning, evidence/interviewing/credibility, and report writing.American Waterways Operators+1

They also have an on-demand Workplace Investigation Basics program that's about 6 hours and specifically designed for internal and external investigators. It covers interviewing, reluctant witnesses, evidence, credibility, legally defensible decisions, and documentation.AWI Learning Center

Best for: Someone who wants investigation expertise, not just an HR credential.

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2. 🥈 SHRM Workplace Investigations Specialty Credential — best all-around ER option

shrm.org

For someone in Employee Relations, this may actually be the best overall choice because it combines investigation training with HR credibility.

The credential includes:

• Leading Workplace Investigations — instructor-led
• Managing Bias in a Workplace Investigation
• Competent Workplace Investigation Interviews
• Final knowledge assessment
• 13.5 SHRM PDCs
• Certificate and digital badgeSHRM

The Leading Workplace Investigations course itself uses a real-world case study and legal scenarios and teaches SHRM's seven-step investigation framework.SHRM

Best for: An ER professional who wants something immediately applicable at work and recognizable on a résumé.

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3. SHRM Leading Workplace Investigations — best if you want a shorter starting point

If you don't want to commit to a specialty credential yet, I'd start with:

shrm.org

It's instructor-led and focuses on practical investigation skills rather than simply explaining employment law. SHRM specifically describes it as an intensive program using real-world cases and legal scenarios.SHRM

Best for: Someone who is relatively new to investigations and wants a structured foundation quickly.

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How I'd choose in your shoes

One important distinction

I'd be cautious about courses that are basically "employment law for HR" with a small investigations section. Knowing the law is important, but conducting a good investigation is a skill.

For your role, you want substantial practice with:

Intake → scope → investigation plan → interview strategy → evidence → credibility → follow-up → findings → report → corrective action

That's the skill chain that will make you much better at ER investigations.

AWI's curriculum is particularly aligned with that sequence; its fundamentals program explicitly covers planning, evidence/interviewing, credibility, report writing, and findings.AWI Learning Center

My recommended path for you

If you're going to be conducting investigations regularly, I'd do:

1. SHRM Workplace Investigations Specialty Credential → Get a solid, structured foundation and formal credential.

2. AWI Fundamentals / Basics → Deepen the actual investigator craft, especially interviewing, credibility and report writing.

3. Practice, practice, practice → After every investigation, have someone experienced review your investigation plan, interview questions, credibility analysis, and report.

4. Eventually pursue deeper AWI training → Particularly valuable if you become the organization's go-to investigator for complex complaints.

AWI also has a substantial ongoing learning library, including training on high-conflict investigations, EEOC scrutiny, credibility, report writing, and emerging issues such as AI in investigations.AWI Learning Center

If you tell me your approximate experience level (e.g., <1 year, 1–3 years, 3+ years conducting investigations) and whether your company will pay for training, I can narrow this down to the best 2–3 programs for you, including current cost, format, upcoming dates, and whether they're worth the investment.