Fall Professional Development with CPHR Alberta

With the year quickly drawing to a close, ensure you get those CPD hours before it's too late! 

We have many great opportunities to learn and grow with us throughout the next 3 months, from Certificate Programs, to Partner Webinar opportunities. 

Check out what's upcoming below: 

October PD: 

October HR Roundtable 
Tuesday, October 8, 2024 from 9:00 am to 10:00 am
Virtual - Complimentary for Members
CPD Hours: 1
The HR Virtual Roundtable is a monthly opportunity for CPHR Alberta members to connect with other members and discuss current and/or emerging HR topics.
In this structured conversation, participants will be split into smaller breakout groups, offering members quality time to discuss topic questions, network with one another, share ideas and perspectives, receive support, and inspiration. 

 
Thursday, October 10, 2024 from 12:00 pm to 1:00 pm
Virtual - Complimentary for Members 
CPD Hours: 1 
This session dives into the transformative impact of talent management within the HR department. Discover how strategic acquisition and employee development empower HR to become a driving force for organizational success. It involves analyzing the current talent within the HR team, identifying the required gaps to achieve the business' goals, and optimizing the workforce.
 
Wednesday, October 16, 2024 from 12:00 pm to 1:00 pm 
Virtual - Complimentary for Members
CPD Hours: 1
Are your organization's mental health and general wellness initiatives falling short despite significant investment? You're not alone. Join us for this insightful presentation that looks at the core reasons for such failures that are regularly missed or ignored and what needs to be done to ensure effectiveness in your workplace mental health and general wellness initiatives. 
 
Head over to our PD Page to view all the different dates and times available for this program. Offered throughout October and November with morning and afternoon cohorts. 
Virtual - Member $1,600 +GST | Non-member $1,850 +GST
CPD Hours: 21 
The role of Human Resource Professionals within an organization continues to evolve and with it, a shifting perspective on the expectations placed on HR when it comes to workplace mental health. Not only that, but a muddiness in accountability and responsibility between HR and the Business might have increased tensions between yourself and the very partners you’re meant to be supporting.
 
Tuesday, October 22 2024 to Thursday, October 24, 2024
Virtual - Member $1,000 +GST | Non-Member $1,250 +GST 
CPD Hours: 21
This certificate program combines live virtual instruction through Zoom with hands-on experiential learning through case studies, scenarios, group work/break out discussions and simulations.  
 
Wednesday, October 23, 2024 from 12:00pm to 1:00pm
Virtual - Complimentary  for Members 
CPD Hours: 1 
This talk dives into the current reality of HR careers, drawing from a global study of more than 3 million HR profiles, surveys with 350 HR professionals, and in-depth career stories of 10 senior HR leaders to explore 4 pressing questions. 
 
The Trauma-Informed HR Professional
Thursday, October 24, 2024 from 8:30am to 4:30pm
Virtual - Member $399 +GST | Non-Member $450 +GST
CPD Hours: 7
This Trauma-Informed HR Professional training is designed to empower HR professionals with the knowledge and tools to apply a trauma-informed lens in their work. Participants will explore the fundamental concepts of trauma-informed practices, including understanding what a trauma-informed lens is and recognizing the benefits of incorporating it into the workplace.
 
November PD:

November HR Roundtable 
Tuesday, November 5, 2024 from 9:00am to 10:00am
Virtual - Complimentary for Members
CPD Hours: 1
In this structured conversation, participants will be split into smaller breakout groups, offering members quality time to discuss topic questions, network with one another, share ideas and perspectives, receive support, and inspiration.  It goes without saying that confidentiality and the willingness to share are key to the success of this event. 

Enhancing your Organizational Culture Certificate of Completion - 3 Day Certificate Program 
Tuesday, November 5, 6 & 7, 2024 from 8:30am to 4:30pm
Virtual - Member $1,295 +GST | Non-Member $1,495 +GST
CPD Hours: 21
You can create a vibrant, profitable culture within your organization by learning how to enhance it. With our Enhancing Your Organizational Culture™ Certificate Program, you will learn the tools needed to boost morale and bring positive energy into the workplace. Learn strategies for increasing productivity and performance, solving problems quickly and easily, lowering employee attrition, raising profits and sales - not to mention reduce stress levels amongst employees!

Partner Webinar - Unlock Talent Intelligence with AI
Wednesday, November 6, 2024 from 12:00pm to 1:00pm
Virtual - Complimentary for Members
CPD Hours: 1
Discover how AI can revolutionize talent management. Explore practical strategies to leverage AI for identifying and developing top talent, enhancing decision-making, and refining talent strategies.

Report Writing Workshop - Half Day PD 
Wednesday, November 13, 2024 from 8:30am to 12:00pm
Virtual - Member $199 +GST | Non-Member $250 +GST
CPD Hours: 3.5
This half-day workshop will provide the overall purpose, right down to the details you need, to ensure your report withstands the highest level of scrutiny.  You have conducted interviews of your Complainant, Respondent, and Witnesses, analyzed dozens of documents, assessed other evidence, and now you need to write a report.

Culture Eats Strategy for Breakfast 
Tuesday, November 19, 2024 from 8:30am to 10:30am
Virtual - Member $50 +GST | Non-Member $75 +GST
CPD Hours: 2
Organizational culture has a profound impact on the success or failure of any strategic initiative, including diversity, equity, and inclusion (DEI) efforts. Despite substantial investments in DEI programs, many organizations struggle to drive meaningful and lasting change. This workshop will explore why culture is the key factor in determining the outcome of your DEI strategy, and provide a practical framework for aligning your culture with your DEI goals.

Interviewing Techniques Workshop - Full Day PD 
Tuesday, November 26, 2024 from 8:30am to 4:30pm
Virtual - Member $399 +GST | Non-Member $450 +GST
CPD Hours: 7
This workshop is the practical extension of the interviewing module in the Workplace Investigations Training Certificate program. A successful investigation interview requires planning, learned skills and tips, focus and excellent communication skills. This day is filled with mini-scenarios and practice opportunities. 

Chapter Mingles 

Stay tuned for Mingles in each chapter! More information to come soon. 

December PD: 

December HR Roundtable 
Tuesday, December 3, 2024 from 9:00am to 10:00am
Virtual - Complimentary for Members
CPD Hours: 1
In this structured conversation, participants will be split into smaller breakout groups, offering members quality time to discuss topic questions, network with one another, share ideas and perspectives, receive support, and inspiration.  It goes without saying that confidentiality and the willingness to share are key to the success of this event. 


Conducting Credibility Assessments Workshop - Full Day PD 
Monday, December 9, 2024 from 8:30am to 4:30pm 
Virtual - Member $399 +GST | Non-Member $450 +GST 
CPD Hours: 7 
This workshop is designed to build on the Credibility Assessments module identified in the Workplace Investigations Certificate workshop. Conducting credibility assessments is a critical analysis required when one person's version of events is different from another's and there is little corroborative evidence for either version - commonly known as he said/she said investigations.

 

 


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 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.
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.
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