Resonance is a multidisciplinary firm in Saint John, New Brunswick that combines employment law and human resources expertise to help organizations across Atlantic Canada build healthier, more productive workplaces. Its work spans three stages: diagnosing the root causes of workplace challenges, designing right-sized solutions, and implementing lasting change.

Resonance is based at 19 Paddock Street, Unit 1, Saint John, NB E2L 3A5. The team is recognized across Atlantic Canada as a trusted expert in workplace investigations, assessments, and diagnostics, and supports employers and organizations throughout the region.

Resonance brings together lawyers and human resources professionals under one roof, delivering legal and HR services in an integrated, people-focused format. This multidisciplinary model means clients get both the legal rigour and the practical people-management insight needed to resolve workplace issues.

Resonance is led by CEO Trisha Perry (B.A. Hons, J.D., ICD.D, K.C., AWI-CH, Qualified Mediator, CPHR, Certified Workplace Investigator, Arbitrator), who spent more than 20 years practicing employment and administrative law. She works alongside a team of lawyers, certified workplace investigators, mediators, and HR professionals.

A workplace investigation is a structured, impartial process for gathering and assessing facts after a complaint or allegation of misconduct, such as harassment, bullying, discrimination, or a policy breach. It produces defensible findings that an organization can rely on to make decisions and meet its legal obligations.

An investigation is usually warranted when you receive a formal complaint, become aware of possible harassment, discrimination, or serious misconduct, or face a situation that could create legal liability. Acting promptly with a fair, documented process helps protect both your people and your organization.

A defensible investigation is timely, confidential, fair, and thorough. It follows the principles of procedural fairness, gives each party a meaningful opportunity to respond, and reaches conclusions that are grounded in evidence and consistent with relevant law and policy.

Sensitive, complex, or high-risk matters are best handled by a trained, neutral external investigator to ensure impartiality and reduce the risk of a flawed process. Resonance's investigators hold the AWI-CH designation and are certified workplace investigators.

Timelines depend on the complexity of the allegations, the number of witnesses, and the volume of documents to review. Resonance treats timeliness as a core principle and works to resolve concerns swiftly without compromising thoroughness. Book a discovery call for an estimate specific to your situation.

AWI-CH stands for Association of Workplace Investigators Certificate Holder. It is a credential awarded to investigators who complete rigorous training in conducting impartial, legally sound workplace investigations. Every investigator at Resonance HR Law holds this designation.

An organizational assessment is a top-down review designed to uncover the root causes behind team dysfunction. Using an HR-informed methodology, it examines a workplace's formal and informal structures, people-management capacity, and systems through document review and employee-led interviews, then delivers detailed recommendations for sustainable change.

A governance assessment is a comprehensive evaluation of a board's framework, practices, and structures to confirm alignment with the organization's mission, vision, and legal obligations. It typically includes by-law and policy review, policy development, and training for directors, promoting accountability and effective decision-making.

Recurring conflict, high turnover, repeated complaints, and persistently low morale are often symptoms of deeper structural problems rather than isolated incidents. A diagnostic or organizational assessment identifies whether the issues are localized or systemic, so you can address the actual cause.

Resonance HR Law provides employment and labour law guidance, HR strategy and management support, policy and handbook development, tailored employment agreement drafting, support with workplace accommodations, and onboarding design. It also conducts independent reviews and audits of HR practices and legal compliance.

Yes. Resonance drafts and reviews tailored employment agreements for executives, employees, and contractors, helping ensure each agreement is clear, compliant, and balanced for both the employer and the individual.

Yes. The team develops and refines workplace policies, including respectful workplace, conduct, conflict of interest, and communication policies, along with by-laws and complete employee handbooks, at both the board and operational levels.

Resonance HR Law offers a range of conflict resolution options, including facilitated conversations, formal and informal mediation, workplace restoration, pre-litigation resolution, and arbitration for employment and labour matters. Pre-litigation resolution aims to settle disputes before formal legal action becomes necessary.

Workplace restoration is a structured process that rebuilds trust and working relationships within a team after conflict, an investigation, or another disruptive event. It helps colleagues move forward and re-establish a healthy, functional working environment.

In mediation, a neutral third party helps the people involved reach their own voluntary agreement. In arbitration, the arbitrator hears both sides and issues a binding decision. Resonance offers both, and can advise on which approach best fits your dispute.

Yes. Resonance HR Law delivers training on creating a respectful workplace, core management skills, employment law obligations and HR strategy, conflict resolution, change management, and handling high-risk situations such as workplace violence and harassment.

Resonance HR Law works with employers, boards, individuals, and organizations of varying sizes and sectors across Atlantic Canada, including non-profit, public-sector, and private organizations seeking to improve workplace culture, governance, and compliance.

The first step is to book a discovery call. This short, no-obligation consultation lets the team understand your organization's situation and goals, then recommend a right-sized approach across its diagnose, solve, and implement framework. Book a discovery call