CEO Year-End Message 2024

As we close out another year, I reflect on the incredible work our association has completed in 2024. With the support of CPHR Canada we have developed a national network of over 33,000 human resources practitioners and professionals across the country and over 6,900 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 3,200 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. With the support and guidance of our Board of Directors, the operational team strategically invested our resources and finances towards several priorities aligning with our strategic plan. 


In 2024, with support from our government relations firm, CPHR Alberta operations and Board continued to engage in various events and meetings to increase our visibility within the Alberta government. This has included UCP Caucus presentations, department meetings, MLA invites and attendance at CPHR Alberta events, Board and operations presence at government events and contributing data to current government projects like our Gender-Based Violence in the Workplace report. Every connection has allowed us to open doors for conversations and engagement of the profession and the association which we are already building on for 2025. 


We continue to makes strides with our application for self-regulation, and I encourage any members interested in supporting the association to review our Advocacy Toolkit


Our stakeholder work has not stopped there. We continue to work closely with provincial post-secondary institutions to increase awareness and ensure our student members are career ready upon graduation. We are proud to support and empower the future generation of our profession through scholarships, mentorship opportunities, network building and career appropriate professional development. 


With our members at the heart of what we do, professional development (PD) is a key focus for our team. In 2024, we refined our PD offerings per chapter to tailor to the individual needs of each market. This included in-person HR Afterhours events mixing PD and networking for engaging sessions in each chapter. The year was marked by innovation, collaboration and growth as we successfully hosted  DisruptHR bring together members and non-members within the HR community.   


A highlight for our team, was the delivery of our Annual Hybrid Conference held at the Hyatt Regency Calgary in October. The positive feedback we received from members was overwhelming, and it was amazing to see the support and passion exhibited by members throughout the two-day event. With over 320 in-person attendees and an additional 120 individuals from across our jurisdiction joining us virtually, Reimagine was an inspirational event that we will continue to expand on in 2025 in Edmonton. 


Showcasing our members and their incredible work is imperative to advancing our profession. In January, we launched a Member Growth Campaign alongside CPHR Canada, promoting the designation and the impact CPHRs have on organizational success. Featuring CPHR Alberta members, our provincial campaign ran digitally through online platforms and throughout our jurisdiction, including airports, business towers, movie theatres, and transit. 


I want to thank our members for your incredible work in protecting the public and maintaining a high standard of practice for the profession. Your work does not go unseen and prepare us for a successful self-regulated profession in the near future! Thank you to my incredible team at CPHR Alberta for all their great work and the many volunteers who supported us again this year! 


Lastly, I would also like to thank our Board Chair, Geordie MacPherson 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 2025. 


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 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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