Exploring the CPHR Alberta Portal

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Jan 2022
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A screenshot of a cphr website with a login page.

On January 6, 2022 the CPHR Alberta team held a webinar to explore the layout of our new portal.

We are excited for the opportunities this new system provides our members and will be rolling out additional features over the next several months.

Thank you to everyone who attended and for the great engagement we saw in the chat and Q and A. As we all navigate the new system it is important to share our learnings as it will often support others who are working through the same steps.

If you were unable to join but would like an overview of your portal you can watch the webinar recording on-demand here. If you are experiencing any issues or require assistance within the new portal please reach out to our staff via email at info@cphrab.ca and we would be happy to assist.

Our team will continue to provide information sessions on navigating different areas of the new portal over the next six months and we encourage you to attend the sessions that directly apply to or that would like to find clarity on.

Below we have included some great new features of our system as well as additional features that will be available in coming months.

Features of our new system:

CPD Logs

Submitting your CPD Log is quick and easy in the new portal. To complete submission of your log, you will sign into the system, click on Continuing Professional Development Log , add your remaining activities for the year, review all your recent activities recorded by clicking on the Summary of CPD Hours within your CPD log and then submit your CPD log as usual.

CPD logs can be submitted up to January 15, 2022, without penalty.

Please note that if you had previously worked on your 2021 log in our old system, any activity you recorded before November 12, 2021 was carried over into the new system.

If you submitted your 2021 CPD log in our previous system, we have submitted the log for you in our new system as well, so you are up to date! Thank you for submitting on time.

It is important for us to note that while the hours and dates were carried over, due to constraints on fields and conversion of data, the recorded descriptions were not converted over. If you would like a copy of the details from your profile in the previous system please let us know.

Event Registration

As we open registration for professional development and networking opportunities offered in January, they will appear in your member portal. You will no longer be redirected to complete registration and make payment; this will now be a one stop shop from registration to viewing your receipts and event follow up details. Events registered for through your portal that qualify for CPD hours will also be automatically added to your CPD log once attendance has been confirmed.

Members will also see workshops and orientations that they are eligible for such as the NKE prep workshops and Candidate and Chartered member orientations. A full history of your event activity will be available in your portal.

Communication History and Subscriptions

Member communication preferences will require updates. To update your subscriptions, click on “Communication Preferences” under the MENU.

A record of all e-communications received from CPHR Alberta, or our automated action system will be archived in your Message History, available in your profile. This will include your opt in options as well as receipts, event registration details, application submissions and more. If you missed an email or would like to review old details check the Message History block on your homepage for more information.

Application Updates

Any applications submitted through our system will be available in your applications block. This could include applying for membership, submitting a CPD log, requesting a category transfer, submitting your EVA or any other submissions. This section will also include a status report so you will be aware of the stage your application is currently in such as pending, approved, complete, etc.

Career Center

We are excited for the launch of a new career center later this month. Members will be updated once this feature is available.

 

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.



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.

Leadership Risk Isn't Just a C-Suite Concern

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. 
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