CPHR Alberta Partners with Bow Valley College

10
Nov 2022
410
A blue background with the words cphr alberta announcement on it.

November 10, 2022

CALGARY, Alberta – Chartered Professionals in Human Resources (CPHR) Alberta, a professional association dedicated to strengthening the human resources profession, is excited to announce a new partnership with Bow Valley College to offer our members access to preferred pricing on three new CPD approved micro-credentials.

Bow Valley College is Calgary and region’s only Comprehensive Community College — with 14,000 full- and part-time students. Bow Valley College helps Open Doors – Open Minds to in-demand jobs in Calgary, Alberta, and Canada. Our graduates contribute to the digital economy, TV & film production, careers in business, and serve on the frontlines of healthcare and social services. One of Canada’s top 50 research colleges, Bow Valley College invests in virtual reality (VR), Work Integrated Learning (WIL), micro-credentials, and foundational opportunities.

“Bow Valley College is a leader in learning innovation with a commitment to life-long learning. We are  proud to partner with CPHR Alberta on training opportunities to support human resource professionals throughout Alberta. This partnership will provide CPHR members with access to world-class learning experiences developed by some of the brightest minds from across the sector,” says Vice-President, Academic, Michael Crowe.

The new micro-credential courses have been designed to fill the gaps many professionals are finding when upskilling in their current human resources and administration roles. The unique offerings will allow you to assess where your strengths are and what areas to focus on, developing very targeted and applicable skills. The People Strategy: Strategic Workforce Planning micro-credential is now available for registration, and we will see the launch of two additional micro-credentials , People Strategy: Talent Acquisition and People Strategy: Talent Retention, later this year.

“The ability to assess your current skills is not something our community has seen before and will be a great support for those looking to identify gaps in their skills and/or move into a full-time HR role. Bow Valley College has done an incredible job developing the People Strategy: Strategic Workforce Planning micro-credential.  It was designed using input from CPHR Alberta members, which makes it a unique, relevant, and applicable course as it supports our competency framework,” says CPHR Alberta, CEO, Ioana Giurca.

CPHR Alberta members can request additional information and preferred pricing by emailing Ross Zariski, rzariski@bowvalleycollege.ca , with the subject line, “CPHR Micro-credentials”.

Learn more about Bow Valley College at www.bowvalleycollege.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!
MORE NEWS