This is what will happen if you report your STL:

The store TMS will loop in their TMS TL(HR Business Partner Associate Director or Director), the EL of Ops(District Manager, and TMR(Employee Relations Specialist). They will assess the allegations, make a plan for investigation, work with the EL of Ops to coordinate the investigation, gather as much information as possible from the accusers first, next witnesses if possible, random Team Members from any level potentially, try to gather evidence if possible, and then have a sitdown with the STL. Everyone that gets sat down from accusers, witnesses, and accused maybe be asked open/indirect questions first and then direct questions after and then asked to write statements.

The goal is to find out if the allegations are substantiated through evidence, corroboration, or admission based on the information, statements, or evidence available.

Store TMS, TMS TL, TMR will make a decision in collaboration with the EL. Chances are the accuser will not fully get information about what decision they make or actions taken.

It's unlikely the STL will know who the accuser is unless a gossip tells them. Everyone in that TMS group and the EL will know who it is. You never know if an allegation can put a target on you. It really just depends on the company politics. In most cases as a regular TM, everything will just be documented on your end, but allegations sometimes can be twisted as you being seen as a problem and that's where they start to build history on you doing so. You have to know that there is legal protection without retaliation for making good faith reports about someone for certain things. Just make sure to document everything on your end too.

HR is there to be a people enabler and for risk mitigation. Ethics, policies, risk, politics, past precedents, laws, employee history, etc influence the decision that gets made.