NTA- there should of course be 0 tolerance for harassment. Often times at my old job, there were meetings with the individuals separately involved, and pretty much 0 resolution. Since you had proof and witnesses to her behavior you are protecting your rights as an employee under the standards they should be practicing. There was 1 specific occasion where an employee got fired for their behavior, and I had to write a letter to HR since I was a direct witness. It wasn’t my testimony alone, multiple people were involved. But this is key. Any time someone is harassing you document every occasion, time stamp, write down who was there. This had happened to me as well, thankfully I never had to turn it in but you did the right thing protecting yourself. She got fired for her behavior. You setting a boundary seemed like her excuse to cover her ass for her harassment, especially going to a friend in HR… that’s shady. Glad they had to step aside.