2025 PD Opportunities with CPHR Alberta

Plan your 2025 PD in advance, find out what CPHR Alberta has in store for you!

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Conferences 

HR Law Conference - Virtual

Join CPHR Alberta again for a full day of learning that will address a variety of current and emerging HR Law Trends from some of the top Law firms in Alberta.

Tuesday, February 11, 2025

CPD: 5

Competencies: Employee & Labour Relations | Inclusion Diversity & Wellness   HR Technology & Analytics | Business Acumen | Ethical Practice.


CPHR Alberta Annual Conference

September 23 & 24, 2025

Edmonton, Alberta

Information coming soon... stay tuned on our social media channels and subscribe to our newsletters!


Certificates

Take Your Collaborations to the Next Level - Develop Your Facilitation Skills - Multi-Day Certificate Program - Virtual

This 2.5 day training program will provide you with solid facilitation skills that you can use in any meeting, focus group, or conversation to reach an effective outcome. You will add skills to your toolbox that will increase your value and confidence as an HR professional. As a bonus, this training is the prerequisite for further facilitation training with ICA.

January 20-22, 2025

CPD: 21

Competencies: Innovation |  Organizational Change & Development | Collaboration & Communication


Certificate Program in Leadership Essentials, Emerging Leaders Program - Virtual

In just eight two-hour sessions, participants will learn the skills needed to effectively lead their team and your organization toward achieving its mission.

The program will begin on Wednesday, February 5, 2025, and continue every Wednesday for eight weeks.

CPD: 16

Competencies: Learning, Development, and Succession Planning


Workplace Investigations Training Certificate - Virtual

In Partnership with Veritas Solutions, you'll have the opportunity to take this certificate training at multiple points throughout the year! Join us in Q1 for a three-day program, with a focus on three training topics. The courses may be taken as a full three-day program, or as a stand-alone. A certificate will be awarded upon completion. Pre-requisite is not required.

February 25-27, 2025

CPD: 21

Competencies: Organizational Change and Development | Inclusion, Diversity and Human Connections | Learning, Development and Succession Planning


Full Day of Learning

The Trauma-Informed HR Professional - Virtual

Participants will explore the fundamental concepts of trauma-informed practices, including understanding what a trauma-informed lens is and recognizing the benefits of incorporating it into the workplace. 

Thursday, May 1, 2025

CPD: 7

Competency: Total Health & Wellness



HR Roundtable - Virtual

We are bringing you our HR Roundtable every month for 2025, complimentary for members, join us for 1 hour to discuss current and/or emerging HR topics. With a different focus every month, you'll leave with some thought-provoking questions to mull over and earn 1 CPD hour.

January HR Roundtable - January 7, 2025

February HR Roundtable - February 4, 2025

March HR Roundtable - March 4, 2025


Networking at Noon

Understanding Leaders' Defensive Behaviours: A Path to Growth and Team Success - Virtual

In this insightful session, we’ll explore practical ways to identify and address these behaviors, helping leaders evolve and thrive.

Thursday, January 9, 2025

CPD: 1

Competency: Leadership


The Power of Perception; Impact of Employer Branding to attract and retain talent - Virtual

We spend a third of our waking lives at work, and how we feel about our workplace is shaped not just by what we do, but by the emotional connection we have with our company. 

Thursday, February 13, 2025

CPD: 1

Competencies: Strategic development of Organization | HR Technology & Analytic and workforce planning and mobility, touching on DEIB and Wellness.


Partner Webinars

Health Benefits, what to look for in a Health Benefits Plan in retirement - Virtual

If you're approaching retirement, it's essential to find a plan that fits your specific needs. Discover key factors to consider when comparing health benefits plans, ensuring you make informed choices for your retirement journey.

Wednesday, January 15, 2025

CPD: 1

Competency: Total Rewards


HR Trends 2025: Embracing Disruption

In this webinar, we’ll explore the 11 HR trends shaping the future of work and focus on three key themes that will define the HR landscape

Wednesday, February 19, 2025

CPD: 1

Competency: Organization Change and Development


Other

Disrupt HR YYC 12.0 - more details to come soon!

Save the Date for Tuesday, April 15, 2025

CPD: 2


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 15, 2025
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!
By Marina Perkovic July 9, 2025
As the governing voice of CPHR Alberta, the Board of Directors meet quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we share post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on June 24, 2025, and the Board’s key messages are as follows: Financial Update CPHR Alberta remains in a stable financial position with a forecasted break-even year-end as per the approved Budget. The Board reappointed Cascade Chartered Professional Accountants LLP as auditor for 2025–2027. Strategic Planning The Board held a focused one-day Strategic Refocus Workshop to explore how CPHR Alberta delivers value to its members. This work will guide the development of an updated three-year strategic plan, aligned with the evolving needs of the profession. Self-Regulation The Professional Governance Act received Royal Assent in May 2025 and Royal Proclamation expected for Spring 2026. CPHR Alberta anticipates review of its self-regulation application in Spring 2027. Ongoing work focuses on legislative alignment, internal readiness, and member communications. CPHR Alberta Conference Join us at the CPHR Alberta 2025 Conference, Human-Centric HR on September 23–24 in Edmonton. Be sure to stop by the CPHR Alberta booth to meet and connect with your Board of Directors. The next Board meeting will take place on September 22, 2025, after which we will share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!
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