CPHR Alberta Announces Partnership with Bell Mobility Exclusive Partner Program

19
Jan 2023
166
A blue background with the words cphr alberta announcement on it.

January 20, 2023

CALGARY, Alberta – CPHR Alberta, a professional association dedicated to strengthening the human resources profession, is excited to announce a partnership with Bell Mobility, Canada’s best national network to provide CPHR Alberta members with Bell Mobility Exclusive Partner Program.

“Bell Let’s Talk Day is on January 25 th , where we as an HR community come together to support and advocate for mental health in the workplace. Connecting our community through conversation is important to CPHR Alberta, and we are thrilled to partner with Bell Mobility who can provide affordable rates and discounts to our members allowing them to make and continue those connections in the workplace and in their personal lives.” ~ Ioana Giurca

With the Bell Mobility Exclusive Partner Program, members and their families will receive preferential rates for their mobility needs. CPHR Alberta members save up to 30% on unlimited data plans and get big discounts on amazing phones, plans and additional discounts of up to 20% on name-brand tech with Bell at The Source Benefits. All of this can be applied to five family members or friends when you add them to your account.

Offer details:

Get 45 GB * for $66.50/mo. per line

  • Our fastest available 5G speeds and HD video
  • Unlimited data, talk & text

Or

15 GB for $50/ mo. per line when you bring your own phone

  • 4G network access (up to 150 Mbps) and SD video
  • Unlimited talk & text
    Offers end February 6, 2023. 1 bell.ca/network *Beyond max speed, data speeds are up to 512 Kbps. 2 New activations only. 2

BONUS: Get a $50 bill credit. ††
†† New activations only. Bill credit applied on the second bill.

To redeem this exclusive offer, CPHR Alberta members can follow these five easy steps:

  1. Visit b ell.ca/ epp or call 1 833 964-4484
  2. Register as a new user, choose the ‘Personal Email’ option
  3. Enter CPHR Alberta in the company/association field and select your company from the drop down
  4. Upload proof of CPHR Alberta membership (PDF or JPG formats) This can be a picture of your member portal including your member category and ID.
  5. Check out your exclusive offers from Bell! 

If you need assistance, please call the number above and a Bell Mobility representative will be happy to help!


Current as of January 5, 2023. Available with compatible devices within network coverage areas available from Bell Mobility. Speed and signal strength may vary due to traffic, topography, environmental conditions and other factors, like Bell’s management of network resources, using methods which include Internet traffic management practices. See bell.ca/ITMP. Connection service fee ($50) will appear on your first bill. Existing Bell customers who choose to switch to the Bell Exclusive Partner Program before the end of their contract are required to pay out their device balance and are subject to a $50 migration fee. 9-1-1 government monthly fee in AB.: $0.95, N.B.: $0.97, N.L.: $0.75, N.S.: $0.43, P.E.I.: $0.70, Qué.: $0.46, N.W.T.: $1.70, Sask.: $1.95. Bell remits required amount to government. Taxes extra. Other conditions apply. Subject to change without notice, not combinable with other offers. (1) Based on a third-party score (Global Wireless Solutions OneScore™) calculated using wireless network testing in Canada against other national wireless networks. See bell.ca/network. 5G/5G+ access requires a compatible device and a compatible rate plan (even if a 5G/5G+ symbol appears on your device). Coverage is approximate, may vary and may not include indoor coverage; see bell.ca/5G. Speed, performance and whether a 5G/5G+ device uses the available 5G/5G+ network depend on various factors including your rate plan, topography, environmental conditions, the current serving radio conditions at your location and whether the device is actively downloading or uploading data. Access is subject to Bell’s management of network resources, using methods which include Internet traffic management practices. See bell.ca/ITMP. (2) Ultimate Plan: With new activations or upgrades on 2-year eligible plan with Bell SmartPay™ or when you bring your own phone. Reduced data speeds beyond max. speed data will be provided at 512 kilobits per second. You can continue to use data at these reduced speeds until your next monthly bill period. Promo Plan: With new activations on 2-year eligible plan when you bring your own phone. Bring-your-own phone rate plans are on a 30-day term and will continue month-to-month thereafter. Rates are subject to change. See bell.ca/mobilitytermsofservice. Not compatible with Roam Better. Unlimited Canada calling and texting: Applies to calls made from Canada to a Canadian number or calls received from any number while you are inside Canada. Only available in Canada. Sent texts include texts sent to a Canadian phone number while in Canada and exclude texts sent to a landline, to a U.S. or International phone number, premium texts (short codes), alerts, texts sent with a messaging application and roaming (international GSM texts). Received texts include texts received while in Canada and exclude roaming, premium texts (short codes), alerts or dial-up texts received from a messaging application. Out of bundle charges may apply. (3) Bell SmartPay TM is available with new activations or upgrades on eligible 2-year rate plans. Credit is applied monthly over 24 months on your device payments. Activation must be in the same name as the primary account holder. Amortized taxes on the financed amount are payable with your monthly device payments. Purchase financing provided by Bell Mobility, on approved credit. Cost of borrowing is $0. If you end your Bell SmartPay Agreement early, then your remaining device payments will become due immediately. If you are ending your Service Agreement at such time as well, the remaining balance on your Agreement Credit (plus applicable taxes) will become due immediately. Screen images are simulated. “Bell SmartPay” is a registered trademark of Bell Canada. All other trademarks and logos used are trademarks of their respective owners. © 2023 Bell Canada. All rights reserved.

 

 

 


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 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.
By Marina Perkovic July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
MORE NEWS