2023 CEO Year-End Message

As we close out another year, I reflect on the incredible work our association has completed in 2023. With the support of CPHR Canada we have developed a national network of over 31,000 human resources practitioners and professionals across the country and 6,240 in Alberta. We continue to work closely with our provincial counterparts to promote the value of hiring a designated professional and streamlining professional standards processes across Canada. 
 
The association continues to grow with another record-setting year, including over 3,000 chartered members. Thank you to all our members for the incredible work you do every day. 
 
This past year, I challenged my team to push initiatives that bring value back to our members. Our association delivered several priorities aligning with our strategic plan, with the support of our Board of Directors, while ending the year in a financially stable position. 
 
In 2023, with support from our government relations firm, CPHR Alberta operations and board participated in various events and meetings to increase our visibility within the Alberta government. This has included our Board of Directors stepping forward to meet with local MLAs, engaging at local chamber of commerce events and connecting with organizations who can support our application. We continue to make strides with our application for self-regulation, and I encourage any members who are interested in supporting the association as an ambassador to please connect with us. 
 
Our stakeholder work has not stopped there. In 2023 our work with provincial post-secondary institutions continued with several successful Work Integrated Learning (WIL) events, connecting businesses to HR students through practicum and co-op placements. We also delivered HRC West 2023, our premier student case competition bringing together 16 teams of students from post-secondary business programs across Western Canada to compete at a two-day event, hosted at Bow Valley College. The competition is presented annually, alternating between CPHR BC and Yukon and CPHR Alberta. We look forward to presenting again in 2025.  
 
To further support our Student membership, the association introduced a new diploma scholarship to provide financial aid to qualifying student members. The recipient of this scholarship shows pride in academic merit, community engagement, excellence in the Human Resources discipline and demonstrates an interest to pursue the CPHR designation. We are proud to support and empower the future generation of our profession. 
 
With our members at the heart of what we do, professional development (PD) is a key focus for our team. In 2023, we expanded our PD offering to include additional opportunities for certificate programs and introduced new offerings such as our DEI Symposium. We set a record number of attendance at paid PD offering in 2023 including our highly sought after Workplace Investigations Program and HR Law Conference. We also offered a variety of complimentary offerings including our HR Roundtables and partner webinars, which also yielded incredible attendance and engagement. Thank you to everyone who participated in the 2023 PD survey, your valuable input helps us shape our future offerings. 
 
A highlight for our team this past year was our Annual Hybrid Conference held at the JW Marriott in Edmonton in September. The positive feedback we received from members was overwhelming and it was amazing to see the support and passion exhibited by members at our Excellence Awards on night one. With sold-out in-person attendance at over 300 and an additional 154 individuals from across our jurisdiction joining us virtually, Evolve 23 was an inspirational event that we plan on learning from and growing in 2024 in Calgary. 
 
Showcasing our members and the incredible work they do is imperative to advancing our profession. This past year, we launched a Member Growth Campaign alongside CPHR Canada, to reach young professionals and business leaders to demonstrate the importance of hiring a CPHR and to raise awareness for CPHR Alberta. You may have seen us on Google, in mall directories, on your LinkedIn or in your local chamber communications, this work will continue into 2024 as we aim to increase the demand for the CPHR designation in workplaces across our jurisdiction.   
 
I would like to say thank you to our members for the incredible work you are doing to protect the public and maintain such a high standard of practice for the profession. Your work does not go unseen, and it helps set us up to be a successful self-regulation profession in the near future! Thank you to my incredible team at CPHR Alberta for all their great work and to the many volunteers who supported us again this year! 
 
Lastly, I would also like to thank our Board Chair, Lisa Watson and all of our Board of Directors for their support and guidance this past year. The work our Board has done engaging with stakeholders, attending government events and being visible and active within the business community is greatly appreciated and is setting us in the right direction for 2024. 
 
I wish everyone a very joyous holiday season and a happy new year. 
 
Ioana Giurca, 
CEO, CPHR Alberta 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Marina Perkovic July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
By Marina Perkovic July 15, 2025
Author : Ada Tai Over the past month, I spoke with three professionals who had recently been laid off. April , a former schoolmate, has over 20 years of experience and has held management roles at several organizations. Most recently, she led a team at a large oil and gas company, where she was instrumental in building out a new service area. Despite her accomplishments, a combination of economic challenges and a lack of connection with her new boss led to her dismissal. Having been involved in layoffs before, she understood the process, but when she called me, she admitted it was much harder to be on the receiving end. She felt overwhelmed by a mix of emotions: denial, anger, betrayal, and a deep sense of failure. Carol , once a mentee of mine, built a strong foundation in the finance sector, and her persistence earned her a team lead role at a competitive mid-sized firm. Therefore, her call caught me off guard; she was trying to make sense of being included in a round of layoffs that affected 12 others. Having just been promoted, she struggled to understand why she had been chosen. She reached out for support as she navigated both the practical and emotional aftermath. Joe had been a student in one of my classes. With a master’s degree and excellent communication skills, he established a respected career in the regional non-profit sector. We maintained contact and often crossed paths through work. Joe was frequently involved in launching new initiatives and was recognized by both his boss and the board for his contributions. However, when the sector faced financial strain, he and his manager were among the 15% let go. He contacted me a month after the layoff; he had taken time to process everything and was now reflecting on what direction to take next. These stories are not uncommon. In fact, with ongoing economic uncertainty, many professionals, regardless of their experience or performance, are facing unexpected career changes. While layoffs are always challenging, the way they are handled can significantly impact both the individuals affected and the organization. This highlights a critical challenge for organizations: how can companies manage necessary workforce changes with both strategic foresight and genuine care? In addition to engaging the Human Resources department early in the planning and execution process, many businesses are increasingly recognizing the value of utilizing third-party outplacement services. Outplacement services are employer-sponsored programs designed to support both the business and departing employees during layoffs or organizational restructuring. Typically included as part of a severance package, these services offer more than just logistical support; they help individuals navigate a difficult transition with confidence. Outplacement services can be customized based on the needs and budget of the employer. Offerings often include planning for workforce reductions in collaboration with the business, delivering termination messages, and providing one-on-one career transition coaching and emotional support to affected staff. More importantly, these services help affected employees regain focus by offering practical job search guidance, resume coaching, and career direction tailored to their experience and industry. For employers, outplacement services can deliver a clear return on investment. Companies that provide structured transition support often experience fewer legal disputes and benefit from a stronger employer brand, which can positively influence talent attraction and retention. Showing care during a difficult time speaks volumes to internal teams, affected employees, clients, and the broader market. Having worked closely with businesses and professionals throughout this process, I’ve witnessed the significant difference that experienced, neutral third-party support can make. In fact, a 2023 CBIZ report, referencing Bureau of Labor Statistics data, noted that individuals who received outplacement assistance secured new roles 40% faster than those who did not receive support (CBIZ, 2023). Just imagine if April had access to a coach experienced in private sector transitions, or if Carol had received immediate help with processing her layoff and planning her next steps; the positive impact would have been immediate. In today’s environment, outplacement isn’t merely a nice option; it is a strategic necessity. How will your organization ensure a respectful and supportive transition for its workforce? When selecting an outplacement partner, consider factors such as industry experience, the ability to customize services, the quality of career coaches, and the integration of digital tools for job seekers. Not all providers offer the same level of support or results, so thorough vetting is essential.
By Marina Perkovic July 10, 2025
The countdown to the CPHR Alberta 2025 Conference has officially begun!
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