2024 PD Opportunities

See what we have planned for 2024! 
 
Professional development is the key to keeping up with our ever-evolving world of work. 2023 brought many great opportunities for members to sharpen their skills, but we are even more excited for what is to come in 2024!  
 
This coming year you can expect a combination of old and new offerings. We are excited to bring back the popular Workplace Investigations Certificate and HR Law Conference, as well as our regular HR Roundtables. You will see a variety of paid and complimentary offerings to fit your professional growth goals.  
 
Events presented by CPHR Alberta will be available for registration through your member portal. Some partner and CPHR Canada PD will also be available, but registration will be held through a third party or partner site. If you are looking for full session descriptions on CPHR Alberta events, please visit our Professional Development (PD) page.  
 
Be sure to visit our PD page regularly for new events! 
 
Check out what we will be available in Q1 of 2024. 
 
January PD Sessions: 
 
January 9 – 9:00am -10:00am MST – HR Roundtable  
 
January 11 – 12:00pm – 1:00pm MST – Networking at Noon – Unlock your workforce planning potential with WCB’s Training-on-the-job (TOJ) program - Training-on-the-job is a risk-free program that offers HR professionals a strategic advantage to bolster your workforce and improve your bottom line. In today’s challenging and dynamic environment, TOJ is a win-win for you and your new employee. 
 
January 16, 17 & 18 – 8:30am – 4:30pm MST – Workplace Investigations 3-Day Certificate Program – With Bob Stenhouse, Veritas Solutions 
 
January 30 – 8:30am – 4:30pm – HR Mediation – A Crucial Skill for the Successful Professional - In this session you will see first had the power of mediation in the workplace through a live demonstration, as part of this full day deep dive with experienced workplace mediator, Michelle Phaneuf.  You will gain some practical skills to support employees in resolving difficult workplace issues.   
 
February PD Sessions: 
 
February 6 – 9:00am – 10:00am MST – HR Roundtable 
 
February 8 - Bridging the Leadership Gap: Management Styles for Different Generations - Join Teresa Smith Director of Human Insights HCM Strategic Advisory at UKG as she shares best practices to bridge the gap between generational leadership.  
 
February 13 – 8:30am – 4:00pm – CPHR Alberta Hybrid HR Law Conference - Join us for a full day of virtual learning on a variety of topics and case law presented by some of Alberta's top law firms.   
 
February 21 12:00pm – 1:00pm – 11 HR Trends in 2024: Elevating Work - In 2024, HR will elevate work. We see three fundamental shifts driving this transformation, fueling 11 defining HR trends. 
 
February 27, 28 & 29 – 8:30am – 4:30pm MST – Workplace Investigations 3-Day Certificate Program – With Bob Stenhouse, Veritas Solutions 
 
March PD Sessions: 
 
March 5 – 9:00am – 10:00am MST – HR Roundtable 
 
March 5, 6 & 7 – 8:30am – 4:30pm – Mental Health Skills Training: 3-Day Certificate Program for HR Professionals - This 3-day, cohort program will give you the knowledge and confidence to navigate conversations about mental health in the workplace, while also considering legal ðhical implications. We’ll also focus on compassionate leadership, energy management & burnout prevention for HR Professionals.  
 
March 14 – 12:00pm – 1:00pm – Adding Body Inclusivity to your Diversity, Equity and Inclusion Strategy - Join us as we explore how body inclusivity shows up at work and utilize strategies for disrupting this (and other biases) in the workplace. This is an interactive no-shame, no-blame event for individuals at any stage of their DEI journey. Participants will co-create practical tools that they will be able to utilize and practice immediately. 
 
March 26 – 8:30am – 10:30am – DEI Session - TBD 
 
More is coming for February and March so stay tuned and watch our Professional Development page for registration details. 
 
SAVE THE DATE: May PD Sessions 
 
May 14 – 9:00am – 4:00pm – HR & Technology: A full day of learning – Attend this full day of learning as experts discuss emerging trends in technologies like AI, Chat GBT, new HR Software, etc. that impact HR and our workplaces.  
 
Workplace Investigation Certificate Program will be offered throughout the year: 
April 9, 10 & 11 
June 4, 5 & 6 
October 8, 9 & 10 

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 Jessica Jaithoo September 29, 2025
Author: Ada Tai, MBA, CPHR, SHRM-SCP I’ve been watching the pace of corporate restructuring accelerate this year, and it’s striking how no sector seems immune. ConocoPhillips is reducing its global workforce by a quarter. Intel is preparing to slash 24,000 jobs in one of the largest shake-ups in its history. Salesforce is eliminating 4,000 positions as it doubles down on its AI strategy. Paramount Skydance, fresh off its blockbuster merger, is shedding up to 3,000 roles; while Hudson’s Bay, a retailer that’s been part of Canada’s identity for more than 350 years, is closing its doors and letting go of more than 8,300 employees. Add to that layoffs at Starbucks, Amazon, PwC, Burberry and even Recruit Holdings, the parent company of Indeed and Glassdoor 1 , and the picture becomes clear: we’re in the middle of a global restructuring storm, where technology, cost pressures, and shifting markets are re-writing the rules of work. In my recent conversations with business leaders, one theme keeps surfacing: many are contemplating a restructuring of their own. However, they’re not just looking to cut costs; they’re seeking a clear strategy. That’s what this guide is about: how to prepare for restructuring with purpose, clarity, and humanity. Step One: Define the "Why" Restructuring is one of the most complex decisions a company can make. Done poorly, it can destabilize operations and damage culture. Done well, it can reset the business for future success. The starting point is always the “why.” What problems are you solving? Common drivers include: Financial distress - Reducing costs and/or improving profit margin to stabilize the business Market changes - Pivoting toward new products, services, or geographical territories Technology shifts - Re-organizing to adopt AI, automation, or other innovations Efficiency and competitiveness: Streamline structures or flatten hierarchies The objectives must be specific, measurable, and aligned with the company's long-term vision. This "why" is the foundation for the entire plan and is essential for communicating with stakeholders. Step Two: Define the “What” Once the purpose is clear, organizations can proceed to define the scope. Which functions are absolutely critical to preserve? And which areas could be restructured, consolidated, or phased out? This stage is about mapping priorities. In my work with clients, I often find that once they clarify their non-negotiables, the rest of the plan comes into focus much more easily. Step Three: Plan the “How” Too often, companies jump straight to layoffs, but effective restructuring requires scenario planning. Before jumping to layoffs, I’d advise businesses test different options to see which will lead to the best results for their company. This might include a hiring or salary freeze, reduced hours, offering voluntary exits, retraining employees, or re-deploying talent to new roles. Each option carries different financial, operational, and cultural impacts. Running these scenarios before making cuts prevents costly missteps.  Equally important: restructuring can’t be run by a single department in isolation. Organizations need a cross-functional team of leaders, supported where needed by external advisors who bring objectivity and specialized expertise.
By Jessica Jaithoo August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.
By Jessica Jaithoo August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
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