Workplace Consulting Services

When leaders need clarity before issues escalate, or after they’ve been tested.

Not every people issue requires an investigation. But many require judgment, structure, and independent perspective before risk compounds.

Our consulting work supports leaders and organizations when they need to prevent escalation, stabilize difficult situations, or rebuild trust after disruption. This is disciplined, defensible consulting grounded in real organizational risk, not generic HR advice.

When Consulting is the Right Fit

Consulting is often the right choice when:

  • There are early signals of risk, but no formal complaint
  • Leadership decisions are being made with incomplete or fragmented information
  • Culture issues are affecting performance, trust, or retention
  • An organization wants to strengthen governance, decision‑making, or readiness
  • Work is needed before or after an investigation, but not instead of one

Where facts are disputed or formal findings are required, our consulting work stops and our investigation teams take over. Independence is protected.

What Consulting Looks Like at Veritas

Our consulting work is structured, evidence‑informed, and designed to hold up.

We start by understanding the decisions leaders are being asked to make and the risk that exists if those decisions are wrong, delayed, or poorly supported. Our consultants gather information, analyze patterns, test assumptions, and provide clear options so leaders can act with confidence.

What We Help Organizations Do

Through consulting, we help organizations:

  • Identify and address people‑related risk before it escalates
  • Strengthen leadership judgment and governance clarity
  • Understand culture dynamics that are undermining trust or performance
  • Prepare for scrutiny from regulators, boards, councils, or the public
  • Rebuild stability and psychological safety after disruption

The outcome is not a report for its own sake. It is clearer decisions, reduced downstream risk, and leaders who know what to do next.

Core Consulting Services

Culture assessments identify workplace risk factors that may develop into serious issues such as formal complaints, health and safety concerns, human rights matters, grievances, or litigation.

Relevant information and data from within the organization are gathered and analyzed to provide leaders with a clear picture of what is happening beneath the surface. Findings are translated into practical options and a customized, systematic action plan. Assessments can be conducted organization‑wide or focused on specific teams or departments.

Risk reviews are designed to understand past and current decisions, actions, or responses to critical issues affecting the workplace.

These reviews include document analysis and select interviews to assess how matters have been handled and where risk remains. They are often used to prepare for potential litigation, occupational health and safety matters, human rights processes, or arbitration, or to prevent those outcomes altogether. 

Management and leadership reviews are used when concerns exist, but no formal complaint has been made.

Using structured analysis, anonymous surveys, and optional anonymous interviews, these reviews provide leaders with insight into management practices, behaviours, and impacts. The goal is to surface credible information that supports informed and legally defensible decisions without triggering unnecessary escalation.  

Even when investigations are conducted properly, workplaces are often left strained. Individuals may be psychologically affected regardless of role.

Post‑investigation restoration work supports teams and leaders in rebuilding trust, addressing residual harm, and restoring psychological safety. This work is tailored to the organization and focused on stabilizing the environment so work can continue in a healthy, functional way.

Who Our Consultants Are

Our consulting work is led by senior advisors with lived experience in complex, high‑risk organizational environments. The team includes experienced HR professionals, alongside executive‑level advisors who have supported organizations at senior leadership and board levels in regulated, public‑sector, and high‑consequence settings. This work is grounded in real leadership experience, not theory.

How Consulting and Investigations Stay Separate

Consulting and investigations serve different purposes, and we are deliberate about keeping them distinct.

Consulting supports understanding, readiness, and decision‑making. Investigations establish findings of fact. When issues cross that line, we pause consulting work and transition to an independent investigation team. This protects fairness, credibility, and defensibility.

What Happens First

Consulting engagements typically begin with a focused intake and scoping conversation.

We clarify what decisions need to be made, what risk exists if nothing changes, and what information is needed to move forward responsibly. From there, we propose a proportionate scope aligned to the organization’s needs.

Start an Intake

If you are navigating people‑related risk and need clarity before issues escalate or after they have been tested, start a conversation. We will help you determine whether consulting is the right next step and what a defensible scope looks like.

Client Feedback:

  • Thank you for the rapid mobilization. Your team understood our public‑sector constraints and the scrutiny we face. Communications were precise, tone was measured, and the analysis was defensible. You helped us move to a sound decision quickly. We will retain you again.
    General Counsel
    Crown Corporation
Mona Sikal

Director – Workplace Culture Assessments and HR Risk Consulting

Mona Sikal – CPHR, CHE

Mona Sikal specializes in human resource risk consulting, workplace assessments, and complex people‑risk issues at Veritas Solutions. She brings more than 20 years of senior HR leadership experience, including executive roles within Canada’s largest healthcare system, supporting leaders through investigations, respectful workplace matters, and psychological health and safety. Her expertise includes whistleblower program governance, conflict resolution, organizational assessments, and navigating high‑risk, system‑level workplace issues.

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