CPHR Canada's Updated Competency Framework: What Changed and How it Affects Members
27
Jul 2023
526
Author:
Erica Blain, Director, Professional Standards, Registrar, CPHR Alberta
In late 2021, CPHR Canada announced the introduction of an updated Competency Framework for the HR profession. Many members have reached out with questions on what was updated, why and how it affects them on the path to the designation or in mainiting their designation. The CPHR Alberta Professional Standards team, has put together this blog to answer some of the most frequently asked questions!
How was it updated and why?
In many ways, the competency framework has remained much the same but with some key changes to ensure that the CPHR designation remains relevant and topical in today’s changing world. Human Resources is a field that has grown, expanded and diversified over many years since it’s inception as a profession. CPHR Canada worked closely with HR professionals across Canada to amend the framework so that it is in-line with the working world today and in the near future.
The updated Competency Framework recognizes that there is no longer an ideal role, position or way of functioning for the HR Professional, instead, providing a strategic approach that matches the pace of change. Human Resources has such a broad scope and it is becoming more valued in organizations every day. By updating the Competency Framework, we are keeping up with the growth and progression of the profession as a whole and trying to incorporate all professionals within the field.
What has changed?
While the changes to the Competency Framework were not sweeping, you will see some smaller amendments. One update is the introduction of the competency entitled Innovation. Especially through the pandemic, HR professionals were forced to be agile and innovative to continue to do their roles but in a changing environment and continuous legislation or safety protocol updates. The demand on HR to innovate and be adaptable has become more vital than ever and is an important area of focus.
Additionally, you’ll see what used to be just “engagement” is now Inclusion, Diversity and Human Connection. Again, in the past few years we have seen an increased call for employers to ensure an inclusive environment is provided to all employees. Also, diversity is an active goal for many organizations and is better recognized, appreciated, and celebrated. CPHR Canada wanted to ensure that these important concepts were incorporated into the Competency Framework because they are so valued by employees and employers alike.
Another change was to remove the competency area Professional Practice. This competency focused on legislation and ethics, having business acumen and leadership skills. These skills are now incorporated within the newly introduced General Competencies instead.
In the previous Competency Framework, there were enabling competencies which incorporated a diverse set of skills into five loosely related areas. With the new framework, the scope has been broadened but also refined into twelve non-HR competencies, which are termed General Competencies.
The overall result of these changes led to the establishment of HR Competencies that are more specific to the work of today’s HR professional. The separation of competencies into HR-Specific Competencies and General Competencies helps the field move beyond the silos of “functional” HR areas, which results in the structure of the new framework being more strategic and integrative. These enhancements showcase the greater breadth of the practice of HR and reflect how the evolution of the professional is playing out in workplaces across Canada.
How do the changes affect members?
For members looking to write the National Knowledge Exam, the exam is based upon this updated Competency Framework. The General Competencies are covered lightly on the exam, making up just 10% of the questions. The other nine competencies are each covered with 10% of the exam.
The framework is also the foundation for those going through the Experience Validation Assessment. Candidates for the CPHR designation will need to show that they have proficiency in a variety of competencies in order to be successful on the experience assessment and gain the CPHR designation.
For members who already have their CPHR designation, this only affects them as they complete their Continuing Professional Development (CPD) requirements. In order for activities to count towards the CPD requirement, the activities need to be linked to at least one area of the Competency Framework. Because the framework is extensive and clear, it is quite simple for Chartered Members to ensure their CPD requirements fall into these categories.
The framework really covers everything HR so using the framework as a foundation for further learning or education is a great way to better yourself professionally. If you are looking for ways to expand your knowledge or if you want insight into which areas you require further information or training, looking at the competencies is a great starting point as it outlines what HR professionals should know in order to be the best they can be for their employees and organization as a whole.
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.
Author: Rheya Patel, 2026 Social Media Committee Member As days become longer and the weather warms up, the first day of spring brings a sense of renewal and new beginnings. A time that feels more energizing and people are more motivated to reset their routines, look for new opportunities and clear away old habits. While spring is commonly associated with “spring cleaning” in the home, perhaps the same principal can be applies to the workplace. For organizations and HR groups, spring can be the perfect opportunity to encourage employees to reflect and construct new meaningful goals and “clean” out the “clutter” of goals that no longer help them grow or have already been achieved. Why is Spring the Perfect Time for Goal Setting? With the rush of returning to work after the holidays and resuming normal life, spring gives a perfect moment to pause and reflect. Employees can check on their progress, realign priorities and continue the year with renewed motivation. For HR teams, encouraging this reflection can re-engage employees and increase motivation. In turn, employees are more likely to be focused and productive while creating a space for meaningful conversations about growth, development, and career progression. How Can We Encourage Goal Reflection? Believe it or not, HR plays a crucial role in goal setting whether it is realized or not. Creating an open work environment where employees feel supported and encouraged with professional development is key in reflection and goal setting. Below are several ways organizations can use the season of renewal to inspire growth and goal setting. Encourage Reflection What accomplishments have employees made that they are proud of? What challenges have they faced? Asking these kind of questions and having one-on-one check-ins with employees can help support employees to openly discuss their goals and aspirations, and potentially create new goals. Promote Professional Development and Growth The arrival of spring can also create the chance to introduce new learning opportunities. Having a fresh mindset combined with training, workshops, mentorship initiatives, or skill-building programs, employees can feel more motivated and supported in pursuing growth. This helps employees expand their skillsets and strengthen the organization as a whole. Foster Collaboration and New Ideas Tying back to renewed energy, organizations can encourage teams to collaborate and share new ideas. Brainstorming sessions, innovation workshops, or team goal-setting can foster inspiration and connectivity, Having an open space for discussions can help teams align goals with organizational priorities to promote innovation and productivity. Celebrate Progress Recognizing progress along the way is essential. Celebrating achievements and acknowledging progress have a significant impact on employee morale. Employee recognition programs, team shoutouts, or words of appreciation can go a long way to remind employees how valuable their efforts and contributions are and continue to motivate them to strive towards their goals. Final Thoughts The arrival of spring represents renewal, growth, and new possibilities. For HR professionals, it’s also the opportunity to encourage employees to pause, reflect, and move through the rest of the year with renewed purpose. Encouraging goal setting, promoting professional development, fostering collaboration, and celebrating progress, can tie the season of newness to inspire meaningful growth. The new season reminds us that progress doesn’t need to start January 1st. Sometimes, a change in perspective, and a little springtime inspiration, can be the step towards pursuing new goals and growth with confidence.
As the governing voice of CPHR Alberta, the Board of Directors meets quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, have began delivery on the association's new strategic priorities developed in the 2026-2028 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on March 14, 2026 to review organizational performance, governance matters, and strategic priorities for the coming year. The Board’s key messages for the membership are as follows: Strong Association Performance in 2025 The Board reviewed the 2025 year-end financial statements and Q4 Management Discussion & Analysis. Key highlights include: 7,332 active members in 2025 (+409), a 6% year-over-year increase Student membership drove much of the growth, strengthening the profession’s long-term pipeline 76 professional development events delivered, reaching 7,000+ participants across Alberta 2025 CPHR Alberta Conference exceeded attendance targets with strong sponsor engagement 2026 conference outlook is strong, with sponsorship commitments nearing target levels The Board approved the 2025 audited financial statements, confirming the organization remains financially stable and well-positioned to support continued growth. Strengthening the Value of Recognition of the CPHR Designation The Board reviewed updates on thought leadership, marketing, and labour-market recognition of the designation. Key insights include that 52% of qualifying HR job postings now require or prefer a CPHR designation, demonstrating strong labour-market recognition. Strategic partnerships also continue to expand, including advancement in opportunities with the Academy to Innovate HR (AIHR). Marketing initiatives and industry engagement are focused on building awareness of the designation across employers and HR professionals. The Board remains focused on protecting and strengthening the credibility and value of the designation. Self-Regulation and Advocacy The Board discussed the current self-regulation review. Governance and Board Leadership The Board received updates from its committees and discussed key governance matters, including the Finance & Audit Committee’s oversight of audited financial statements and financial performance and the Governance Committee’s work on governance policy and board practices. The Human Resources Committee also provided updates on governance processes, including expressions of interest and board director voting results. The Board also reviewed board effectiveness practices, succession planning, and interest in the Vice-Chair role as part of ensuring strong leadership continuity. Looking Ahead The Board discussed priorities for the coming months, including: Preparation for the 2026 Annual General Meeting (May 7) Continued membership growth and engagement Delivering a successful 2026 CPHR Alberta Conference (June 2-3) The Board remains focused on supporting members, advancing the HR profession, and ensuring the organization remains strong and sustainable. The next Board meeting takes place in June 2026, after which we will again 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!
The 2026 HRC West Case Competition, hosted by CPHR BC & Yukon and CPHR Alberta, concluded with outstanding student performances from across British Columbia and Alberta, showcasing the next generation of human resource professionals. The first-place team, ThriveSpire from Mount Royal University’s Bissett School of Business (Alberta), consisting of Nicole Sivertson, Brooke Jenkins, Jam Roda, and Gabrielle Vadnais, secured the $1,500 grand prize for their winning case presentation. Second place was awarded to HRInnovate from Bow Valley College (Alberta), followed by HRmony Solutions from Acsenda School of Management (British Columbia) in third and Innocore from Douglas College (British Columbia) in fourth place. This year’s competition featured 16 teams from post-secondary business schools across BC and Alberta. The exceptional quality of presentations reflected the passion, innovation, and practical expertise students will bring to the human resources profession as they begin their careers. CPHR BC & Yukon and CPHR Alberta extend their sincere thanks to all participating students, coaches, and judges for their dedication and contributions to the success of the event. Special appreciation is also extended to KPU’s Melville School of Business for hosting the 2026 HRC West Case Competition. Plans are already underway for the 2027 HRC West Case Competition, which will take place at Mount Royal University in Alberta on March 5 and 6, 2027. For more information visit: https://cphrbc.ca/hrc-west About the HRC West Case Competition The HRC West Case Competition is an annual student competition organized and co-hosted by CPHR BC & Yukon and CPHR Alberta, bringing together post-secondary students from across Western Canada to apply human resource theory to real-world business challenges while fostering professional growth, collaboration, and industry readiness. About CPHR BC & Yukon CPHR BC & Yukon is a non-profit organization dedicated to advancing the HR profession through education, advocacy, awareness, and professional development opportunities. Established in 1942, the association is the Voice of the HR Profession with a mandate to enhance the profession and advance member value. The organization provides leadership to more than 8,500 members and is both a founding member of the Chartered Professionals in Human Resources of Canada (CPHR Canada) and the exclusive grantor of the Chartered Professional in Human Resources (CPHR) designation in British Columbia and the Yukon. www.cphrbc.ca Media Contact: Quinne Davey Senior Member Relations Manager, CPHR BC & Yukon quinnedavey@cphrbc.ca 604-694-6943 www.cphrbc.ca
