I'd like to preface this comment by saying I'm not confident in my opinion, and I'm very open to discussion and to changing my stance. My understanding is that

I'd like to preface this comment by saying I'm not confident in my opinion, and I'm very open to discussion and to changing my stance. My understanding is that the manager's actions would likely be considered low level harassment, tipping towards misconduct considering the short duration (1 week) and minimal resolution attempts outside of HR. Definitions are hard for this subject, but my understanding is the phrase escalates with severity from misconduct->harassment->assault. I agree that the manager was in the wrong, but I worry about a culture that cannot readily distinguish the severity of conduct, and in-turn come up with an appropriate response. In this scenario, I feel going to HR was appropriate, but I also feel this writing takes an overly hostile tone, instead of one focused on improvement. I'd find this tone appropriate if there were more pushback from HR, or if harassment continued and HR wouldn't help resolve. But as far as I can tell, OP is happy with HRs response. Perhaps instead we can explore what HR can and should do to prevent self-confidence issues at the conclusion of these investigations? To me, that would be more beneficial than asking others to pursue a path which - all things being similar - results in self-doubt.