Become a CPHR Alberta champion!

Seeking CPHRs and Public Board Members

Help set the direction for your association on the CPHR Alberta Board of Directors.


From self-regulation and the future of our designation to relationships with other provincial HR associations to the sustainability of CPHR Alberta itself, the Board of Directors is the governing voice of CPHR Alberta. Our volunteer Directors share their time and talent to represent the interests of fellow CPHR Alberta members and stakeholders.


Board volunteers provide oversight and guidance in a number of key areas. In 2024, the Board, alongside CPHR Alberta operations, continued delivering on the association's priorities that were developed in the 2020 strategic plan.


To continue this positive momentum, we are seeking two (2) Chartered Members of CPHR Alberta that have, or are willing to make, connections in the community that will assist the Board's linkage to stakeholders, and up to two (2) public members with specific expertise noted below.


To complement the existing Board of Directors, we are specifically looking for candidates that are board ready and have experience and/or expertise in the following areas: 


  • Strategic business leadership experience;
  • Financial acumen and financial management expertise;
  • Legal expertise; and/or
  • Inclusion, Diversity, Equity, and Accessibility experience within an Indigenous lens 


We highly value diversity and support the election and appointment of diverse candidates to the Board. The Board believes that having directors of diverse gender, race and ethnicity, along with varied skills, perspectives and experiences, contributes to a balanced and effective Board – one that is well-positioned to address the changing needs of the organization and our membership.


APPLICATION PROCESS


CPHRs


Ensuring the CPHR Alberta Board of Directors has the skills and experience to guide the association is a priority. For 2024 / 2025 Board applications and elections will follow the following processes below for Chartered Members:


  1. Applications will be open from December 3, 2024 to January 6, 2025 where only CPHR Alberta Chartered Members can apply through their member portal. Members are encouraged to review the position profile, including qualifications and desired skills.

  2. Our online form makes nominations easier. It should only take a few minutes to complete the form within your member profile. You can locate the form under the MENU, within your member portal. Click here to start.

  3. The CPHR Alberta Board of Directors Human Resources Committee will review all the applications following the close on January 6, 2025. 

  4. Interviews of eligible candidates will be conducted by the Human Resources Committee in January / February 2025. These interviews will be used to create a slate of the most qualified candidates.

  5. The slate of candidates will be presented to the Membership for the Board Election period of March 3 – 14, 2025. All Chartered members are eligible to vote in the Election.


Election results will be presented to the Membership during the Annual General Meeting on May 9, 2025. 


Public


  1. Applications will run from December 3, 2024 to January 6, 2025. If interested, please contact Heather McMaster at hmcmaster@cphrab.ca to receive your application package. Please review the position profile, to ensure the qualifications and desired skills are met.

  2. The CPHR Alberta Board of Directors Human Resources Committee will review all the applications following the close on January 6, 2025.

  3. Interviews of eligible candidates will be conducted by the Human Resources Committee in January / February 2025. These interviews will be used to create a short list that will be presented to the CPHR Alberta Board of Directors for a decision. 

  4. Successful candidates will be shared with membership once determined.


Shape the future of CPHR Alberta.

For Chartered members - Start your application today.

For Public members – contact Heather McMaster at hmcmaster@cphrab.ca for the application package and checklist.

 

Questions about the CPHR Alberta Board of Directors nominations?

Email Geordie MacPherson, Board Chair, at chair@cphrab.ca


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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