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 Jessica Jaithoo August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?
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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