CPHR Alberta Announces Partnership with Bell Mobility Exclusive Partner Program

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Jan 2023
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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.



A Strategic Guide to Organization Restructuring, Part 1

By Jessica Jaithoo • September 29, 2025
Author: Ada Tai, MBA, CPHR, SHRM-SCP I’ve been watching the pace of corporate restructuring accelerate this year, and it’s striking how no sector seems immune. ConocoPhillips is reducing its global workforce by a quarter. Intel is preparing to slash 24,000 jobs in one of the largest shake-ups in its history. Salesforce is eliminating 4,000 positions as it doubles down on its AI strategy. Paramount Skydance, fresh off its blockbuster merger, is shedding up to 3,000 roles; while Hudson’s Bay, a retailer that’s been part of Canada’s identity for more than 350 years, is closing its doors and letting go of more than 8,300 employees. Add to that layoffs at Starbucks, Amazon, PwC, Burberry and even Recruit Holdings, the parent company of Indeed and Glassdoor 1 , and the picture becomes clear: we’re in the middle of a global restructuring storm, where technology, cost pressures, and shifting markets are re-writing the rules of work. In my recent conversations with business leaders, one theme keeps surfacing: many are contemplating a restructuring of their own. However, they’re not just looking to cut costs; they’re seeking a clear strategy. That’s what this guide is about: how to prepare for restructuring with purpose, clarity, and humanity. Step One: Define the "Why" Restructuring is one of the most complex decisions a company can make. Done poorly, it can destabilize operations and damage culture. Done well, it can reset the business for future success. The starting point is always the “why.” What problems are you solving? Common drivers include: Financial distress - Reducing costs and/or improving profit margin to stabilize the business Market changes - Pivoting toward new products, services, or geographical territories Technology shifts - Re-organizing to adopt AI, automation, or other innovations Efficiency and competitiveness: Streamline structures or flatten hierarchies The objectives must be specific, measurable, and aligned with the company's long-term vision. This "why" is the foundation for the entire plan and is essential for communicating with stakeholders. Step Two: Define the “What” Once the purpose is clear, organizations can proceed to define the scope. Which functions are absolutely critical to preserve? And which areas could be restructured, consolidated, or phased out? This stage is about mapping priorities. In my work with clients, I often find that once they clarify their non-negotiables, the rest of the plan comes into focus much more easily. Step Three: Plan the “How” Too often, companies jump straight to layoffs, but effective restructuring requires scenario planning. Before jumping to layoffs, I’d advise businesses test different options to see which will lead to the best results for their company. This might include a hiring or salary freeze, reduced hours, offering voluntary exits, retraining employees, or re-deploying talent to new roles. Each option carries different financial, operational, and cultural impacts. Running these scenarios before making cuts prevents costly missteps.  Equally important: restructuring can’t be run by a single department in isolation. Organizations need a cross-functional team of leaders, supported where needed by external advisors who bring objectivity and specialized expertise.

Mental Health in the Agriculture Industry

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.

CPHR Alberta’s Commitment to Supporting Reservists

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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