Blog News

A Fresh Start: How Spring Can Inspire New Goals

Mon, 16 Mar 2026 20:52:37 GMT

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.

About the author:

Rheya is a volunteer with the CPHR Alberta Social Media Committee, a young professional passionate about HR and creativity. With a Diploma and Bachelor's in Business Administration from SAIT, Rheya brings experience in project management, SEO, and social media. When not working, Rheya enjoys crocheting, writing a first novel, and binge-watching Harry Potter movies.

An Update from your Board of Directors – March 2026

Mon, 16 Mar 2026 20:08:18 GMT

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!

Mount Royal University Team Takes First Place at 2026 HRC West Case Competition

Mon, 16 Mar 2026 19:26:07 GMT

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

Celebrating the Stars of HR: Introducing Our 2026 Member Recognition Recipients

Wed, 11 Mar 2026 19:35:10 GMT

Inspired by the spirit of the Northern Lights, the CPHR Alberta Member Recognition Program reflects a core belief: excellence is for everyone, everywhere. Just as the northern skies stretch across Alberta, the Northwest Territories, and Nunavut, so too does the impact of HR professionals—our Stars of HR—who illuminate workplaces and communities through leadership, innovation, and collaboration.

We are proud to celebrate the recipients of our 2026 Member Recognition Program, a refreshed and re-imagined approach to recognition that replaces our former awards program. Inspired by the brilliance of the Aurora Borealis—a symbol of energy, beauty, and limitless potential—this program honours HR professionals as guiding lights within their organizations, illuminating pathways to success and shaping the future of work across our region.

A New Era of Recognition

With a renewed focus on excellence and inclusion, the Member Recognition Program recognizes a broad spectrum of contributions across the HR profession. From individual practitioners and collaborative teams to champions of the profession, volunteers, and newly designated CPHRs, this program celebrates the many ways HR professionals lead, inspire, and make a difference.

We are thrilled to recognize the following groups at our first-ever Member Recognition Gala:

Congratulations to our 2026 recipients and honourees. We’re proud to celebrate your achievements and contributions to HR!

2026 Individual HR Excellence Recipients
2026 Team HR Excellence Recipients
2026 HR Champion Recipients
2025 Newly Designated CPHRs
2025 FCPHRs
2025 Scholarship Winners
2025 CPHR Alberta Volunteers

Spotlight: Individual HR Excellence Award

The Individual HR Excellence Award honours HR professionals who demonstrate exceptional leadership, innovation, and commitment to the profession. Recipients are recognized for mentoring, collaboration, and inspiring others through their dedication, continuous learning, and advocacy for HR.

2026 Individual HR Excellence Recipients:

Monika Ahuja
Cristina Balamban
Jennifer Kapala
Arobo Ako
Anna Tymoszejko

All nominees who met the criteria, as evaluated by our Awards Selection Committee, will be honoured as 2026 HR Excellence Recipients and receive an individual spotlight at the Member Recognition Gala.

Spotlight: Team HR Excellence Award

The Team HR Excellence Award honours HR teams for exceptional collaboration, strategic leadership, and impactful execution. Recipients are recognized for advancing HR practices, delivering initiatives aligned with CPHR Alberta’s competency framework, and driving measurable positive outcomes through shared leadership, adaptability, and resilience.

2026 Team HR Excellence Recipients:

Calgary Airports
Servus People & Culture Team
Edmonton West Primary Care Network (EWPCN)
Alberta New Home Warranty Program Group of Companies

Spotlight: HR Champion Award

The HR Champion Award honors leaders in our business community who are not members, but who advocate for HR’s strategic value, demonstrate a people-first approach, and drive significant organizational impact. Award recipients are recognized for empowering colleagues, mentoring future professionals, and shaping workplace culture through outstanding leadership and innovation. In addition, these leaders actively encourage the pursuit of the CPHR designation, recognizing its importance in advancing HR professionalism and excellence across organizations.

2026 HR Champion Recipients:

Bhanu Walia
Kim Armstrong

Join Us at the 2026 Member Recognition Gala

Thursday, April 30, 2026
5:00 – 9:00 PM at the Westin Calgary Airport

Included in your Gala Ticket:
For $105 +GST, guests will enjoy a vibrant, modern, and prestigious night featuring a cocktail‑attire atmosphere, a three‑course plated meal, and a complimentary drink ticket.

Get your ticket here.

Reminder to cast your vote for the next CPHR Alberta Board of Directors

Thu, 05 Mar 2026 23:03:20 GMT

Your current CPHR Alberta Board of Directors selected a slate of two (2) strong candidates to fill the current Board vacancies from a talented pool of applicants.

The nomination process began in late 2025 with a call for applicants. The applications period ended on January 9, 2026.

The responsibility of reviewing all applications sits with the Human Resources Committee of the Board. All applicants were reviewed in full, and based on the established selection criteria, a short-list was identified and interviewed. Following interviews a proposed slate was developed and presented to the Board, with the final slate generated for your consideration.

The 2026 slate of Directors are Adediwura (Wura) Odiase and Terri Davis. These applicants reflect the skills, experience, and qualifications to supplement the existing Board of Directors and to guide the association into the future and to serve you, the members.

2026 Slate:

Adediwura (Wura) Odiase - Click here to watch Wura's introduction video.

Terri Davis - Click here to watch Terri's introduction video.

How to Vote

Only Chartered and Retired members can vote. Open the email you receive from CPHR Alberta via Simply Voting , read the bios, and vote yes or no to the slate.

The voting website is available from March 2, at 1 PM MST until March 13, at 12 PM MST. The Simply Voting email contains your elector ID and password, which is needed for you to cast your ballot. If you do not see an email from CPHR Alberta via Simply Voting ( vote@simplyvoting.com ), please check your junk mail and spam filters.

If you experience any technical difficulties in accessing the voting website, please email Heather McMaster at for assistance.

On behalf of the CPHR Alberta Board of Directors, thank you in advance for your participation in the 2026 CPHR Alberta Board of Directors Election.

We look forward to seeing you online for our Annual General Meeting on May 7.
Registration will open in April, watch your email for more details.

Celebrating Progress, Inspiring Action This International Women’s Day

Wed, 04 Mar 2026 21:28:57 GMT

Author: Taia Northrup, 2026 Social Media Committee Member

International Women’s Day is a time to celebrate the achievements of women, recognize the barriers that still exist, and renew our commitment to advancing equity in the workplace and beyond.

Across industries, women continue to shape organizations, strengthen communities, and lead innovation. In the HR profession especially, women play a vital role in designing inclusive workplaces, fostering culture, and driving meaningful change. Today, we celebrate those contributions — and acknowledge the responsibility we share in continuing to build equitable environments where everyone can thrive.

Creating Workplaces Where Women Thrive

Celebrating women’s achievements also means creating environments where future leaders can grow.

Equity is not about identical treatment; it is about ensuring access to opportunity. It is about removing systemic barriers and fostering workplaces where individuals are supported in reaching their full potential.

Organizations can take meaningful steps by:

Actively monitoring representation across levels of leadership
Conducting regular pay equity reviews
Encouraging inclusive leadership training
Amplifying diverse voices in decision-making spaces
Recognizing and valuing different leadership styles

Moving Forward Together

At CPHR AB, we recognize the important role HR professionals play in advancing equity across Alberta’s workplaces. By embedding fairness into our policies, embracing inclusive leadership, and thoughtfully integrating technology with people-first values, we can continue to shape a future of work that is both innovative and inclusive.

Progress happens when intention meets action.

This International Women’s Day, we celebrate the resilience, leadership, and achievements of women across our profession and our communities. We also reaffirm our commitment to building workplaces where every individual — regardless of gender — has the opportunity to contribute, lead, and succeed.

Sources

Statistics Canada. Women in Canada: A Gender-based Statistical Report . Government of Canada, 2023, www.statcan.gc.ca .

Statistics Canada. “Gender Pay Gap in Canada, 2022.” The Daily , Government of Canada, 2023, www.statcan.gc.ca .

Statistics Canada. “Representation of Women in Senior Management Positions, 2023.” Government of Canada, 2023, www.statcan.gc.ca .

Statistics Canada. “Women in STEM Occupations in Canada.” Government of Canada, 2022, www.statcan.gc.ca .

Celebrating Our CPHR Alberta 2025 Scholarship Winners

Thu, 19 Feb 2026 16:38:16 GMT

We’re excited to congratulate the CPHR Alberta 2025’s scholarship recipients! Each year, these awards help us recognize emerging HR talent and support students who are taking meaningful steps toward their future in the profession.

CPHR Alberta scholarships play an important role in easing financial barriers, celebrating academic achievement, and connecting students with the professional community that will support them as they work toward earning the CPHR designation.

Below, meet this year’s outstanding recipients.

CPHR Alberta’s Eldon Emerson Scholarship: Undergraduate Award

Created in 2021, the Eldon Emerson Scholarship honours Eldon’s exceptional leadership, contribution, and passion for the HR profession. Eldon received the Fellowship Award in 2013—one of the highest honours in our community, recognizing exemplary service and impact.

2025 Eldon Emerson Award Winner

Chine Rajafa

CPHR Alberta’s Diploma Scholarship: Undergraduate Award

Launched in 2023, the Diploma Scholarship supports student members enrolled in a 2‑year HR diploma program. Recipients show strong academic performance, community involvement, and a clear commitment to the HR profession and the CPHR designation pathway.

2025 Diploma Scholarship Award Winner

Mehar Kaur

Follow Their Journey

We encourage you to connect with Chinenye and Mehar on LinkedIn and support them as they begin their HR careers. A simple follow, message, or connection can go a long way for emerging professionals.

Watch for 2026 Scholarship Dates

The next intake period for CPHR Alberta’s Scholarship Program opens Fall 2026. Follow us on LinkedIn and Instagram for updates.

Become a Student Member

Whether you're studying in an accredited HR program or building your skills through part‑time, continuing education, or bridging programs, CPHR Alberta has a student membership option designed to support your path into the profession.

Joining as a student member gives you access to resources, events, and a community that can help you take your next step with confidence.

Learn more and join

2026 PD Opportunities with CPHR Alberta

Wed, 28 Jan 2026 21:54:13 GMT

Plan your 2026 professional development in advance and discover what CPHR Alberta has planned for you! Below is a brief overview of the programming coming your way in the months ahead. For full details, visit our new PD Calendar , and check your Member Portal regularly for updates.

Signature Events

Member Recognition Gala – April 30, 2026 | The Westin Airport Hotel, Calgary

We invite you to an evening of celebration, connection, and inspiration.

The Member Recognition Gala is a formal event honouring the individuals, teams, and projects shaping the future of HR across Alberta, the Northwest Territories, and Nunavut. Inspired by the Aurora Borealis, this redesigned experience replaces traditional awards with Spotlights—a meaningful way to recognize excellence in action.

Tickets will go on sale soon.

CPHR Alberta 2026 Conference: Future-Ready HR – June 2–3, 2026 | BMO Centre, Calgary

Our 2026 Conference prepares human resources (HR) professionals to master the fundamentals, embrace innovation, and build executive-level influence—creating agile organizations ready for economic and workforce change. A future-ready HR community.

Registration will be opening soon.

Chapter Community Events | Throughout 2026

We’ll be visiting all chapters across the year with popular community events in your region. Stay tuned for event announcements and details.

Stampede Breakfast | July | Calgary, AB

A member favourite breakfast event is returning! Join us to mingle, connect, and enjoy the energy of Stampede. More information will be shared soon.

Certificates

Workplace Investigations Training | February 17–19 and March 17–19

Presented in partnership with Veritas Solutions.

The Workplace Investigations Certificate is a three‑day program focusing on three core training topics. Participants may register for the full program or select stand‑alone courses. A certificate is awarded upon completion, and no prerequisites are required.

Webinars

Networking at Noon

Join us for one hour each month to explore current and emerging HR topics. With a new focus every session, you'll leave with thought‑provoking questions and earn 1 CPD hour.

On February 12, join us for HR Trends & Priorities for 2026.

International Women’s Day National Event

Join us on March 4 from 10:00–11:30 a.m. for a special fireside chat with Layne the Auctionista and Sheena Russell, founder of Made with Local . This national celebration of International Women’s Day explores the theme “Give to Gain,” highlighting how generosity and purpose‑driven leadership can shape meaningful careers.

You’ll hear real stories, bold insights, and practical inspiration you can take back to your HR practice.

Details & registration: https://cphrns.ca/events/EventDetails.aspx?id=2018615&group=

Virtual Sessions for Students

Students can expect two sessions each month:

one dedicated to building skills
one offering practical advice from HR professionals in the field

These sessions are complimentary for Student Members.

Are you interested in becoming a member? Students receive complimentary membership.
Learn more: www.cphrab.ca/student-programs

Other Events

DisruptHR YYC 13.0 will take place in October. More details will be shared in late summer.

Plan Your Year With Us

Explore the full list of programs and events on our 2026 PD Calendar.

Welcome to OY Works: Practical Tools to Recruit, Onboard & Retain Opportunity Youth

Thu, 22 Jan 2026 16:00:15 GMT

In 2025, CPHR Alberta became a partner to the Collaborative Funders Table and the Calgary Youth Employment Initiative to address under-employment for opportunity youth. Over seven months, more than 60 partners came together to research, design, and test what would become OY Works .

That story of co-creation is what makes this toolkit different. Employers shared what they need to know and what tools would make a difference. CPHR Alberta members contributed HR expertise through representation on the steering committee, and participation in surveys, interviews, and protype testing throughout 2025.

Attracting, engaging, and retaining young talent isn’t just a workforce strategy — it’s an investment in our collective future. When we empower youth with meaningful opportunities, modern skills, and a sense of belonging, we build workplaces that are more innovative today and more resilient tomorrow. The organizations that thrive will be the ones that recognize youth not as the workforce of the future, but as essential contributors shaping the world right now. A dedicated toolkit to hire opportunity youth gives HR professionals and employers the practical resources, insights, and frameworks they need to connect with young people authentically — turning intention into action and helping break down barriers and supporting organizations to build strong, sustainable talent pipelines. Co‑designed with HR professionals and industry leaders, the toolkit reflects real challenges and real solutions, ensuring it is both practical and deeply aligned with the needs of today’s evolving workforce. - Lisa Watson, CPHR Alberta Board Director, OY Works Steering Committee Member

Today marks an exciting milestone: the launch of OY Works , an online toolkit designed to make inclusive youth hiring easier for Alberta employers and HR professionals. This free resource was co-created by a diverse group of stakeholders—employers, HR experts, and non-profit agencies—who share a common goal: opening doors for young people who are ready to work but face barriers.

Why OY Works?
Too many youth are eager to contribute, learn, and grow, yet struggle to access meaningful employment. OY Works is here to change that. Built with practicality and purpose in mind, the toolkit offers actionable strategies to help businesses recruit, onboard, and retain Opportunity Youth—young people aged 18–29 who are not currently in school, training, or work.

What’s Inside the Toolkit?

It makes business sense: Read the Business Case for hiring Opportunity Youth and be empowered to influence leaders.
Explore the ideas and tools in the Quick Start Hiring Guide .
Learn how to onboard effectively and build retention from day one in the Optimal Onboarding & Mentoring Guide and the Retain & Grow Guide .
Discover how non-profit agencies are preparing OY for the workplace. They often support employers and employees through all stages of employment.

This isn’t just about doing good—it’s about making smart business decisions. Inclusive hiring strengthens workplace culture, reduces turnover, and taps into a motivated talent pool ready to make a difference.

We invite you to explore OY Works and join the movement to create opportunities for youth who deserve a chance to shine.

Explore the OY Works toolkit: https://bit.ly/3L6SQuF

When young people get a chance to contribute, it’s a win for youth, employers and the community. Join us in spreading the word by sharing the toolkit with your networks.

Refuel. Recharge. Repeat: Lead Yourself with Intention and Energy

Tue, 13 Jan 2026 22:19:23 GMT

Author: Robin O’Grady

Wellbeing can feel impossible when life is already overflowing. The thought of adding “one more thing” to your plate? That’s enough to send anyone over the edge. However, in the end, taking care of your own health is not a “nice to have”, it is essential, in more ways than one. As an HR Professional you are often the go-to for tough conversations and as a support system. Protecting your own energy isn’t only about your personal wellbeing, it is what allows you to show up fully for your people, when it matters most.

To get it out of the way, here are the things this is NOT about:

Going to the gym
Hopping on a trend (wellness/fitness/nutrition)
Adding more things to your calendar

What it will be about is… Refuel, Recharge, Repeat . Leading yourself with intention and energy.

Perspective Shift

Keep it simple. Thriving over surviving. When in the tornado of your day-to-day adding things to you r calendar can feel overwhelming and unattainable. The first step is to take stock of your capacity, really step back and assess what you might have available timewise. Then, assess how full your fuel tank is, how are your energy levels at different times of the day? Only then can the strategy be built on how to implement what is right for you. To begin, choose only one thing, many struggle because they try to do too much at once.

Tips

If choosing nutrition as a needed change, consider adding or removing only one thing as a beginning VS changing your entire diet or diving into a trend-based program that you know isn’t sustainable.
Movement comes in a large variety of ways. Think about things you actually enjoy doing and find ways to add them instead of forcing yourself to do things you don’t enjoy just for the sake of adding more movement.
Fulfillment is an important part of taking care of your holistic health, prioritize time for things you love – hobbies/family/travel etc.

Energy Management

The oxygen mask principle is a familiar one. When flying on an airplane, the flight attendant tells us that in the case of emergency, you must put on your own oxygen mask before helping others. This is where the protection and management of your energy begins. Awareness of what energizes you VS what drains you and an intentional placement of those things through your day as one step. Another, in protecting your calendar and being diligent about the spaces you had set aside for your energy management (eg. specific closed door office hours or break times).

Tips

Take your breaks away from your desk, even away from the building when possible.
Implement grounding practices through your day, for example, before entering the workspace and at the end of your day before going home.
Protect your transition time - 15 minutes between meetings to process and reset.

Intentional Adaptation

Making a decision that something might need to change is really the first step, without that awareness, there is little that can or will be done. As a leader, your responsibility is to yourself, but it is also in role modelling for the team. HR Professionals set the tone for the workplace culture around them. The way you prioritize your own boundaries and wellbeing quietly gives others permission to do the same. When you show up with intention, it ripples through the entire organization.

The research and stats are clearer now than ever before, workplace wellbeing as a strategy, is one that increases the bottom line and enhances the overall culture of your workplace. In order to see the high end of those stats, intentional adaptation is key. This is a strategy and a process, one that will make you and your business better, you could be the catalyst for that.

Tips

Create a community within the workplace to prioritize these habits and strategies with. Make it a fun practice you can all do together and hold each other accountable to, especially when the day takes over and the “tornado” is most fierce.
Build out the process and SOP in the same way you would for other business strategy and involve your team in the process, so you know what you are planning is good for the whole.
Make sure you are first. Leaders first. Remember the oxygen mask principle, you deserve whole health, and you will thank yourself later for checking in and adjusting when needed.

Start with some space to breathe. That space? It comes from letting go of what you think you "should" be doing and tuning into what actually serves you and your team. Wellbeing isn't a one-size-fits-all prescription. It's a personal practice of alignment, which can (and should) be translated into how you all work as a whole. Today is as good as any, tomorrow will come regardless.

Robin O’Grady is the owner of O’Grady Consulting. She is a Professional Speaker and Leadership Consultant dedicated to empowering individuals and organizations to achieve attainable goals for their wellbeing, leading to a sustainable workplace culture. She delivers simple strategies and actionable tools that make wellbeing achievable for everyone.

Contact information:

Robin O’Grady
Email – connect@robinspeaks.ca
LinkedIn - https://www.linkedin.com/in/robinogrady/

2025 Year-End Message - Geordie MacPherson

Wed, 17 Dec 2025 16:36:34 GMT

As we close out 2025, I’m feeling genuinely proud of what CPHR Alberta has accomplished this year, and grateful for the members, volunteers, partners, and staff who made it possible. Together, we’ve continued to strengthen the value of the CPHR designation, expanded professional development opportunities, and deepened relationships with government, post-secondary institutions, and business leaders.

This year also brought some milestones worth celebrating. We’re ending 2025 in a financially stable position, and our membership grew by 7% , which is a nice reminder that the HR community is thriving, and that we are still the kind of people others willingly choose to join.

One of the most important pieces of work this year was launching our 2026–2028 Strategic Plan. This roadmap was shaped by member input, market research, and alignment with CPHR Canada’s national priorities. It’s the product of a truly collaborative process led by our Board and operations team, forward-looking, grounded in data, and practical in how it positions us for what’s next. At its core, the plan strengthens the HR profession and supports the people who drive it, reinforcing our commitment to a resilient and inclusive HR community. I encourage you to read it and see where we’re headed. View the Strategic Plan here.

Our pursuit of self-regulation remains a priority, and our advocacy efforts this year continued to deepen relationships with government and position HR as a trusted profession. We’re making progress, ensuring HR’s voice is present in key policy conversations and recognized where it matters most. If nothing else, we are getting very good at showing up, staying thoughtful, and keeping the conversation moving forward.

To build on this momentum, we’re currently recruiting two Chartered Members and up to one Public Members to join our Board. We’re looking for candidates with prior governance experience and strengths in areas such as strategic business leadership, financial management, legal expertise, or IDEA. It’s also important to us to have meaningful geographic representation from outside Calgary and Edmonton, because Alberta is bigger than two postal codes, and our Board should reflect that.

You can learn more about the process and requirements through our blog , and I’d encourage you to apply or share the opportunity with someone who’d be a great fit.

Applications close January 9, 2026.

Chartered and Retired Members: Apply through your member portal
Public Members: Contact Heather McMaster at hmcmaster@cphrab.ca for application details

As the holiday season approaches, I hope you find time to rest, recharge, and take a moment to acknowledge what you’ve contributed this year, professionally and personally. Thank you for everything you do to advance the HR profession. I’m confident that, together, we’ll continue building something even stronger in 2026.

And if your out-of-office message is already drafted, I respect the efficiency.

Geordie MacPherson, CEC, CPHR, SHRM-SCP

Chair, Board of Directors, CPHR Alberta

2025 Year-End Message - Ioana Giurca

Wed, 17 Dec 2025 16:30:11 GMT

As we close out 2025, I am proud to reflect on the incredible work our association has accomplished this year. With the support of CPHR Canada, we continue to strengthen a national network of over 33,000 HR practitioners and professionals, including more than 7,300 in Alberta. Our collaboration with provincial counterparts, post-secondary institutions, local chambers, and government partners remains central to promoting the value of hiring a designated professional and advancing consistent standards across Canada.

This year, CPHR Alberta grew by 7%, with the majority of new members coming from students and emerging HR professionals—the future of our profession. Thank you to all our members for the work you do every day to elevate the profession.

Operationally, 2025 was a year of engagement and impact. We hosted 76 events across Alberta, the Northwest Territories, and Nunavut, welcoming over 6,300 attendees to workshops, roundtables, webinars, and community sessions. Complimentary events played a key role in sustaining access to learning and connection for our members.

Our Annual Conference was a highlight, bringing together a sold-out audience, a fully booked exhibitor space, and earning strong satisfaction ratings with 77% of attendees rating their experience positively. Thoughtful planning is already underway for our 2026 Conference on June 2 and 3 at the BMO Centre in Calgary, where expanded attendee capacity, increased exhibitor space, and enhanced programming will elevate the experience for HR professionals across our jurisdiction.

Through our marketing campaign, we focused on raising awareness of the strategic value a CPHR brings to organizations. The results speak for themselves with 10% of new members joined after seeing our campaign, and website traffic increased by 17%, averaging over 55,000 views per month.

In 2025, CPHR Alberta navigated Ministry changes, new mandate letters, and changes to professional governance. The Professional Governance Act (PGA) was introduced in the Spring of 2025 and received royal assent in May. This was a long-awaited and important step forward. CPHR Alberta operations and the Board are at work reviewing the legislation and anticipating the incoming regulations. We have continued our focus in broader advocacy and engagement to promote the profession as a leading voice, valued partner and knowledge expert. Throughout the year, we deepened our existing relationships, built new ones, and partnered on impactful projects at various levels of government and with community partners.

We look forward to continuing to highlight the significance and impact of the profession within our organizations and communities throughout 2026.

Looking ahead, we are excited to implement our 2026–2028 Strategic Plan , continue rolling out our new member recognition program, and shine a spotlight on our incredible HR community at our Member Recognition Gala in April. We will also advance our work toward self-regulation, ensuring the HR profession is recognized and trusted for its impact on organizations and communities.

I want to thank our incredible team at CPHR Alberta and the many volunteers who make our work possible. Your dedication ensures we deliver value to our members and advance the HR profession every day. Thank you also to our Board of Directors for their guidance and leadership throughout the year.

As the holiday season approaches, I wish you joy, rest, and time to celebrate your accomplishments. Together, we are shaping the future of HR—and I look forward to all we will achieve in 2026.

Ioana Giurca,
CEO, CPHR Alberta

An Update from your Board of Directors – November 2025

Thu, 04 Dec 2025 16:00:03 GMT

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, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan.

The Board of Directors met on November 27, 2025, and is proud to share the strong momentum we are experiencing across our community. The Board’s key messages are as follows:

Membership Growth

As of September 30, 2025, we reached 7,213 active members, a 7% year-over-year increase, with the majority coming from student and emerging HR professionals. This growth affirms the momentum of our HR profession and the impact of our student engagement initiatives.

Professional Development

Member participation remains strong with 53 events held year-to-date, with 5,013 attendees across workshops, roundtables, webinars, and community sessions. Our complimentary events have played a key role in sustaining engagement and access to learning.

Annual Conference

The Annual Conference was a heavy focus for the association in Q3. The sold-out event continues to bring together our community for valuable professional development and networking opportunities, creating a strong foundation for 2026. Attendees reported high satisfaction, with over 370 in attendance, and a sold-out exhibitor hall.

“The CPHR conference was incredibly educational and inspiring. The speakers motivated me, and it was an experience I’ll never forget. I really enjoyed it, grew closer to my team, and I definitely want to attend again.” – 2025 Conference Attendee

The 2026 event will be held at the BMO Centre, in Calgary on June 2 and 3 – with increased capacity, expanded exhibitor space, and enhanced programming will elevate the experience for all HR professionals across Alberta, NWT and Nunavut.

Self-Regulation

The Board continues to assess the implications of Alberta’s Professional Governance Act (PGA), including:

Advocacy, legal, and governance impact assessments are being commissioned.
Preliminary recommendations from management will be brought to the Board in March and June 2026, leading to a formal decision.

Further information will be shared, when ready.

 Future Vision Approved: 2026-2028 Strategic Plan

Our new 2026–2028 Strategic Plan will be rolled out in December to all members. The 3-year Strategic Plan, crafted from member feedback, market research, and collaboration with CPHR Canada – aims to strengthen our profession’s influence, amplifies leadership, and creates pathways for all members to thrive. 

Fiscal Responsibility

Our Q3 financial review remains on track for a balanced year-end forecast. The 2026 draft budget has been approved – aligning resources with our strategic priorities while maintaining a disciplined and responsible financial approach.

Board Governance

Our board continues to focus on good governance practice, ensure stability, clarity, and accountability across our organization.

FCPHR Nominations

A reminder that the prestigious Fellowship Award is open for nominations!

This national program recognizes Chartered Professionals in Human Resources (CPHRs) who have made exemplary contributions to the HR profession. Recipients are granted recognition as a Fellow of the Chartered Professionals in Human Resources (FCPHR).

Click here  to learn more about the Fellowship Award, including the  guidelines  and completing your nomination.  You can also download a copy of the nomination form  here.

The next Board meeting takes place in March 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!

Charting the Future of HR: CPHR Alberta’s 2026-2028 Strategic Plan

Tue, 02 Dec 2025 16:00:26 GMT

At CPHR Alberta, we believe that the future of work is being shaped by the decisions we make today. That’s why we’re proud to share our 2026-2028 Strategic Plan—a bold, member-informed roadmap that will guide our organization over the next three years.

This plan is the result of a deeply collaborative process, led by our Board of Directors and developed in partnership with our operations team. It reflects the voices of our members, gathered through surveys and conversations, and is grounded in market research and aligned with the national priorities of CPHR Canada. Together, we’ve crafted a strategy that is responsive, forward-looking, and rooted in data.

At its core, the plan is about strengthening the Human Resources profession and supporting the people who drive it. It reaffirms our commitment to building a resilient, inclusive HR community—one that is equipped to lead in a rapidly evolving workplace landscape. Our redefined vision and mission statements speak to this ambition, and our newly articulated values provide a foundation for how we work, connect, and grow.

The strategic priorities outlined in the plan reflect the areas where we believe CPHR Alberta can make the greatest impact. They focus on elevating the visibility and influence of the HR profession, fostering innovation and leadership across our community, and deepening engagement with our members and partners. These priorities are designed to meet the diverse needs of our jurisdiction, from urban centers to rural communities, and to ensure that every CPHR has the tools and support to thrive.

As we look ahead, we’re energized by the possibilities this plan unlocks. It’s a call to action—for our team, our Board, and our members—to work together in shaping the future of HR. Whether it’s through new learning opportunities, stronger regional connections, or amplifying the voice of HR in public discourse, we’re committed to leading with purpose and impact.

We invite you to explore the full 2026-2028 Strategic Plan and see how our shared vision will come to life. Together, we’re building a future-ready HR community—one that’s connected, influential, and prepared to meet the challenges of tomorrow.

Become an HR champion!

Mon, 01 Dec 2025 15:24:03 GMT

Seeking CPHRs, Retired CPHRs and Public Board Members

Help set the direction for your association on the CPHR Alberta Board of Directors.

From self-regulation and the future of our designation to relationships with other provincial HR associations to the sustainability of CPHR Alberta itself, the Board of Directors is the governing voice of CPHR Alberta. Our volunteer Directors share their time and talent to represent the interests of fellow CPHR Alberta members and stakeholders.

Board volunteers provide oversight and guidance in a number of key areas. In 2025, the Board, alongside CPHR Alberta operations, continued delivering on the association's strategic priorities.

We are looking for directors who are willing to share their time, talent, and expertise, and be actively involved in shaping the future and long-term success of CPHR Alberta. We are seeking two (2) Chartered or Retired Members of CPHR Alberta and up to one (1) public member who are community builders and advocates of the HR profession.

To complement the existing Board of Directors, we are specifically looking for candidates that are board ready and have experience and/or expertise in one or more of the following areas:

Strategic business leadership experience;
Financial acumen and financial management expertise;
Legal expertise;
Inclusion, Diversity, Equity, and Accessibility experience;
Geographically represents communities from Northwest Territories, Nunavut, or regions outside of Calgary and Edmonton.

The CPHR Alberta Board of Directors value inclusion, diversity, equity, and accessibility, and supports the election and appointment of diverse candidates to the Board who represent the communities CPHR Alberta serves. The Board believes that having a diverse Board contributes to a balanced and effective Board – one that is well-positioned to address the changing needs of the organization and our membership.

Application Process

CPHRs and Retired CPHRs

Ensuring the CPHR Alberta Board of Directors has the skills and experience to guide the association is a priority. For 2025 / 2026 Board applications and elections will follow the following processes below for Chartered and Retired Members:

Applications will be open from December 1, 2025 to January 9, 2026 where only CPHR Alberta Chartered and Retired Members can apply through their member portal. Members are encouraged to review the position profile , including qualifications and desired skills. including qualifications and desired skills.
Our online form makes applying easier. It should only take a few minutes to complete the form within your member profile. You can locate the form under the MENU, within your member portal. Click here to start.
The CPHR Alberta Board of Directors Human Resources Committee will review all the applications following the close on January 9, 2026. They will conduct a comprehensive selection process to assess applicant background, experience, and motivation to join the Board. All candidates will be contacted to advise of the status of the application; however, only shortlisted candidates will be contacted for an initial pre-screen interview. Further shortlisting may take place for final interviews.
Interviews of shortlisted candidates will be conducted by the Human Resources Committee in January / February 2026. These interviews will be used to create a slate of the most qualified candidates.
The slate of candidates will be presented to the Membership for the Board Election period of March 2 – 13, 2026. All Chartered and Retired members are eligible to vote in the Election.

Election results will be presented to the Membership during the Annual General Meeting on May 7, 2026.

Public

Applications will run from December 1, 2025 to January 9, 2026. If interested, please contact Heather McMaster at hmcmaster@cphrab.ca to receive your application package. Please review the position profile , to ensure the qualifications and desired skills are met.
The CPHR Alberta Board of Directors Human Resources Committee will review all the applications following the close on January 9, 2026. They will conduct a comprehensive selection process to assess applicant background, experience, and motivation to join the Board. All candidates will be contacted to advise of the status of the application; however, only shortlisted candidates will be contacted for an initial pre-screen interview. Further shortlisting may take place for final interviews.
Interviews of shortlisted candidates will be conducted by the Human Resources Committee in January / February 2026. These interviews will be used to create a short list that will be presented to the CPHR Alberta Board of Directors for a decision.
Successful candidates will be shared with membership once determined.

Shape the future of CPHR Alberta.

For Chartered and Retired members - Start your application today.

For Public members – contact Heather McMaster at hmcmaster@cphrab.ca for the application package and checklist.

Questions about the CPHR Alberta Board of Directors application process?

Email Geordie MacPherson, Board Chair, at chair@cphrab.ca

A Strategic Guide to Organization Restructuring, Part 2

Wed, 19 Nov 2025 21:52:42 GMT

Author: Ada Tai, MBA, CPHR, SHRM-SCP

After publishing “ A Strategic Guide to Organization Restructuring, Part 1 ,” I heard a consistent follow-up question from leaders:

“How do you actually re-design an organizational structure so it aligns with strategy, future needs, and the realities of the day-to-day operations?”

In this post, I will take you behind the scenes of a recent restructuring project our firm completed and walk you through the steps for designing a structure that works not just today, but also for the next 3 - 5 years.

Step One: Understand the Organization

Restructuring is not a mechanical exercise. Before anyone touches boxes on an org. chart, leaders must understand the full context of the organization: its challenges, aspirations, constraints, and people.

Recently, our team worked with a large public-sector entity that hadn’t reviewed its structure in more than a decade. Over time, several issues had emerged:

Long-standing role ambiguity and workflow friction
Significant retention and succession challenges
A rapidly growing industry and expanding service demands
A CEO overwhelmed with too many direct reports
Insufficient leadership depth in the layer immediately below the CEO

The mandate was clear: Design a structure that could carry the organization for the next 3–5 years.

Before jumping in, we partnered with the executive team to answer a set of foundational questions:

Why is a new structure needed now?
What pressures, risks, or opportunities are driving the change?
What is the organization trying to achieve long-term?
We reviewed vision, mission, values, strategic priorities, and expected growth.
How is the organization currently designed?
We examined complexity, formality, decision flows, span of control, talent mix, communication channels, policies, and people challenges.
What work must happen to deliver services successfully?
We mapped critical processes and clarified who is responsible for what work today and tomorrow.
What resources and budget constraints shape the options?
We did a reality check.

Answering these questions transforms guesswork into a strategic foundation.

Step Two: Plan for the Structure Review

Once aligned on objectives and constraints, we co-created a plan for the whole structure review.

1. A small project team was assembled within the organization. This was a group of leaders/champions who would serve as our partners, sounding board, and communication anchors throughout the process.

2. To design a structure that reflects reality rather than assumptions, we needed both qualitative and quantitative insights. Together with the project team, we developed a data-collection plan that included:

On-site tours to understand operations and workflow in context
In-person interviews with employees across departments, tenure levels, roles, and demographic groups
Review of organizational documents , including strategy, service data, operational metrics, etc.

3. We also conducted external research to understand the demand for the organization’s services, the competitive landscape, and industry benchmarks.

The goal was to build a complete, nuanced picture of how work actually gets done.

Step Three: Design the Structure

Over the next several weeks, we conducted interviews with 80% of the head office staff and 60% of the frontline workforce. One important message we emphasized to every group is:

“This review is not a performance assessment, nor an attempt to eliminate jobs. It is about building a structure that sets everyone up for success.”

Gradually, as we gained insights, a clear picture emerged of what the future structure could and should be. We facilitated a series of structural design sessions with the project team. These sessions were collaborative, candid, and grounded in both data and lived experience. Together, we co-created:

A transition structure for the upcoming year — providing stability while preparing for change.
A future-state, growth-oriented structure designed for the next 3 – 5 years — with more substantial leadership depth, transparent accountability, and defined pathways for talent development and succession.

The result was not just an org. chart. It was a blueprint for how the organization would operate, make decisions, support employees, and deliver services at a higher level.

Step Four: Support the People Side of Change

Even the best-designed structure can fall apart without thoughtful implementation. Once the project team felt confident in the proposed structures, the next steps were:

Securing Board approval
Preparing a comprehensive communication plan
Engaging employees with clarity, empathy, and transparency

We had the privilege of presenting the new design and its rationale to the Board. After approval, we supported the organization as it rolled out the change to staff, ensuring leaders were prepared to answer questions, set expectations, and guide their teams through the transition.

Structure isn’t just architecture; it impacts morale, trust, and people’s sense of security. The human side must be handled with the same care as the technical side.

Final Thoughts

Restructuring is a strategic redesign of how an organization works, leads, and delivers value.

A thoughtful structure review requires three things:

Deep understanding of the organization’s reality
Collaborative design grounded in data
Careful implementation that supports people

When these pieces come together, restructuring becomes more than a response to pressure.
It is an opportunity to strengthen leadership capacity, improve clarity and accountability, and position the organization for sustainable growth.

Check out my previous blog: “ A Strategic Guide to Organization Restructuring, Part 1 ”

I see. I hear. I experience . is a column created by and written by Ada Tai, a chartered member of CPHR Alberta. The column is written in a blog format where Ada and invited co-authors will present their own experiences and interpretations of the world of human resources and its impact on business management. This and the subsequent posts are copyrighted materials by the author(s) and only reflect their personal views, not CPHR Alberta’s.

 Author bio: With an MBA Degree, a CPHR, and a SHRM-SCP designation, Ada Tai has been working as an HR professional in a variety of industries for close to 20 years. Through her consulting firm, Ada and the team provide a variety of management consulting services. Ada’s public speaking skills have enabled her to be regularly invited to speak about HR, people management, and career-related topics throughout the province. She is also a well-respected Instructor at local universities.

Contact information:

Website: https://www.badab101.com/
Blogs: https://www.badab101.com/blog
LinkedIn: adatai or BadaB-Consulting-Inc
Facebook: @badabconsulting
YouTube: BadaB Consulting Inc.

BadaB Consulting Inc. has been a trusted partner in HR and business transformation since 2011. We provide practical, people-first solutions in strategic HR planning, organizational audits, restructuring, mergers & acquisitions, training, recruitment, policy development, outplacement, and beyond.

Our team also helps organizations prepare for the future with technology strategies that align infrastructure, talent, and long-term goals.

Essential Resources for HR Professionals in Alberta: Stay Ahead in Workforce Planning

Wed, 19 Nov 2025 21:39:24 GMT

Alberta’s labour market is dynamic, and HR professionals need timely insights and practical tools to make informed decisions. To help you navigate hiring trends, funding opportunities, and compliance requirements, here are three key resources you should know about:

1. Labour Market Information Bulletin

The Regional Employer Supports Bulletin provides a snapshot of Alberta’s labour market, including:

Employment Trends: September saw a 1.7% increase in employment , reversing previous declines.
Unemployment Rate: Currently at 7.8% , slightly above the national average.
Wage Updates: Average weekly wages rose to $1,433.62 .
Upcoming Webinars: Topics include hiring foreign workers, employment standards, and psychological health and safety.
Explore Labour Market Notes

2. Hiring Demand Bulletin

The September Hiring Demand Bulletin offers detailed insights into job postings and hiring patterns:

Job Postings: Over 30,500 new openings in September, with Calgary and Edmonton leading the way.
Top Occupations: Retail salespersons, cooks, registered nurses, and material handlers.
Sector Trends: Sales and service roles dominate (31%), followed by trades and transport.
Regional Highlights: Calgary posted 11,004 openings , Edmonton 10,032 .
View full hiring demand details

3. Employer Resources Guide

Looking for ways to attract, train, and retain talent ? The Employer Resources Guide is packed with programs and funding opportunities:

Grants & Funding:
Canada-Alberta Productivity Grant – supports training to boost productivity.
Workforce Strategies Grant – funds innovative workforce development solutions.

Industry-Specific Programs:
Food Futures Program – wage subsidies for food industry placements.
ECO Canada – training and wage subsidies for environmental jobs.
Youth & Apprenticeship Incentives:
CAREERS Internship Programs – up to $7,500 for hiring youth.
Student Work Placement Program – funding for co-op and internship positions.

Recruitment Tools:
Job Bank – free job posting platform.
Agriculture Job Connector – match workers with agri-food employers.
Access the full Employer Resources Guide

Why These Resources Matter

Together, these tools help HR professionals:

Plan strategically with accurate labour market data.
Fill critical roles by understanding hiring trends.
Leverage funding to reduce recruitment and training costs.
Stay compliant with employment standards and best practices.

Take Action Today:

Register for upcoming webinars on employment standards and workforce programs.
Connect with a Workforce Consultant for tailored advice.
Bookmark these resources to keep your HR strategies future-ready.

Overcoming Adversity and Inspiring Others

Mon, 10 Nov 2025 21:58:01 GMT

Author: Jennifer Muellers, Katy O’Brien-Watson, and Mandy Ingraham (Grande Prairie Chapter Committee)

Every October, Alberta celebrates Disability Employment Awareness Month (DEAM) which promotes employment inclusion and increased participation of workers with disabilities in Alberta’s economy. DEAM celebrates the contributions of workers with disabilities and supports employers in practicing inclusive hiring (Government of Alberta, 2025).

The Grande Prairie Chapter chose a local story of a girl named Kiesha, who was told after her car accident she would likely never walk again. Kiesha uses her story to inspire and uplift others through her journey of perseverance through public speaking engagements. Kiesha frames her journey not just as healing for herself, but as something that can help and inspire others in similar situations.

Her film touches on living and working with disability in a rural setting like Grande Prairie and how accessibility, advocacy, community support and awareness are so important to her success. It shows through her positive outlook she empowers those around her even through her job at Costco. A local business owner speaks on his experience of having Kiesha as a client at his business and how this made him think differently about his business environment to be welcoming and accessible for all within the community.

The film Able is a production supported by STORYHIVE and is made available (free on-demand) via TELUS Optik.

The Changing World of Work

The world of work is always evolving, and it is more accepting of individuals and their unique abilities than ever before, however, each instance of disability and accommodation cannot be given a ‘one size fits all’ mentality.

There are many different types of disabilities and health factors that organizations need to be mindful of and accommodate. For example: cognitive and mental health disabilities (learning disabilities, autism spectrum, ADHD, etc.), physical disabilities (colour blindness), and chronic health issues (addiction, diabetes, epilepsy, Ehler Danlos syndrome, lupus). Even temporary conditions, such as pregnancy and menopause need to be accommodated in the workplace. The partnership between Human Resources and Management along with employees and other stakeholders can lead to deeper understanding and appreciation to what individuals are facing day to day.

Some key items for the Human Resources Role to consider when Accommodating Employees:

Have policies regarding accommodation in the workplace
Ensure leaders and employees are walking the walk and talking the talk
Train managers on accommodation in the workplace
a) This could include Mental Health First Aid, Crisis Interventionist training, Drug and Alcohol Awareness training
b) Employer’s Duty to Inquire and Duty to Accommodate
Consider Emotional Intelligence training
Work with managers and the employee requesting accommodation as per the employer’s Duty to Accommodate and establish an acceptable accommodation
Employee Feedback
a) Have questions regarding DE&I in the annual employee survey
b) Have an open-door policy for employees to make suggestions on how to make the workplace more accessible
Work with a local disability organization for assistance on determining if your organization is physically accessible
a) is your handicapped parking space large enough? Do you have an automatic door opener? Can someone in a wheelchair reach the automatic door opener?

Disability Employment Awareness Month serves as an important reminder that inclusion is not just a celebration—it’s a commitment to equitable workplaces and meaningful participation. Kiesha’s story in Able demonstrates the power of perseverance, the impact of inclusive employment, and the vital role employers play in shaping accessible and supportive environments. Her journey reminds us that when individuals are empowered to bring their full selves to work, everyone benefits—teams grow stronger and perspectives broaden.

As HR professionals, we have the responsibility and privilege to lead this change. Through thoughtful policies, continuous training, and genuine engagement with employees, we can remove barriers and foster workplaces where inclusion is lived, not just stated. By prioritizing accessibility, empathy, and flexibility, we create cultures that value every person’s contribution. We can ensure that every employee—regardless of ability—has the resources and support needed to succeed and add meaningful value to Alberta’s workforce.

References:

Government of Alberta (2025). Disability Employment Awareness Month. Retrieved from: Disability Employment Awareness Month | Alberta.ca
Telus Storyhive. Able Documentary (August 2022). Retrieved from: https://youtu.be/Ej2P_9LOCIM
Taylor, Sarah. Accommodating Neurodiversity. Next Level ASD, 3 April. 2019. www.nextlevelasdconsult.com

Navigating Mental Health in the Workplace Amid Political Uncertainty

Fri, 24 Oct 2025 16:49:08 GMT

Author: Calgary Chapter Committee

The political climate has become an undeniable force in our lives, influencing not only public discourse but also personal well-being. Whether it is uncertainty surrounding federal policies, international conflicts, or provincial conversations about autonomy, employees are increasingly bringing political anxiety into the workplace. For HR professionals, this growing tension presents unique challenges. The task is not to take sides, but to foster environments where mental health is supported and respectful dialogue can take place. 

According to the Mental Health Commission of Canada, political anxiety is not a passing trend. It is a persistent stressor with real consequences for how individuals feel and function at work. The Commission highlights how political stress mimics other forms of chronic anxiety, causing sleep disturbances, irritability, and a sense of hopelessness ( MHCC, 2024 ). Constant exposure to polarizing news and divisive topics can leave employees feeling overwhelmed. This emotional fatigue, if left unaddressed, affects focus, performance, and team dynamics. 

A recent CBC feature underscores the cumulative effect of ongoing political and economic instability. It describes how stress can build over time, eroding emotional resilience and making it harder for people to manage conflict, remain productive, or feel safe expressing themselves ( CBC, 2023 ). These dynamics are not just playing out in public forums; they are showing up in team meetings, informal conversations, and leadership decisions. 

HR professionals often find themselves at the intersection of these pressures. They are expected to support others while managing their own reactions to difficult news and evolving policies. They are tasked with implementing wellness strategies, fostering respectful communication, and ensuring compliance with changing legislation. It is a complex and emotionally demanding role. 

However, there are practical ways HR professionals can help reduce the burden of political anxiety in the workplace. The goal is not to suppress conversation, but to provide thoughtful, respectful guidance and tools that help people navigate uncertainty together.

1. Normalize the Conversation  

Begin by acknowledging that political stress exists and can impact work. A short message in a wellness newsletter or internal briefing can go a long way. When people feel that their experience is valid, they are more likely to seek help and less likely to internalize stress. Headspace, a leader in workplace wellness, emphasizes that validating emotions is a foundational step in reducing their intensity ( Headspace, 2024 ). 

2. Communicate Proactively and Clearly  

When organizations face potential impacts from political or economic changes, silence can worsen fear. Clear, honest communication builds trust. The Mental Health Commission of Canada cites a national survey in which over half of respondents said that uncertainty was more stressful than bad news itself ( MHCC, 2024 ). Leaders should not speculate, but they should share what is known and outline the steps being taken to support employees. 

3. Expand Mental Health Support  

Ensure that all employees know how to access support, whether through an employee assistance program, mental health benefits, or external community resources. Consider adding or promoting mindfulness programs, mental health first-aid training, or virtual therapy services. Managers in particular need support, as they are often the first people employees turn to during moments of stress. 

4. Provide Strategies to Employees for Managing Political Anxiety in the Workplace

Limit news exposure to reduce anxiety and protect mental health through digital detoxes.
Highlight shared values such as respect, integrity and collaboration to help anchor people – reinforce a strong organizational culture rooted in community.
Encourage volunteering and community engagement to restore control and purpose, which are critical to mental well-being.
Support ongoing self-care and stress management practices.

5. Reinforce Respectful Conduct and Psychological Safety  

Review your organization’s code of conduct, respectful workplace policies, and social media guidelines. Ensure that employees understand expectations around respectful communication. Reinforce that differing opinions are welcome, but harassment or retaliation are never acceptable. A psychologically safe workplace benefits everyone by fostering trust, encouraging open communication, and enhancing overall productivity and well-being.

6. Equip Managers with Tools  

Offer training for people leaders on how to recognize signs of stress and respond with empathy. Provide scripts or toolkits for addressing politically charged questions in a way that keeps conversations respectful and focused on shared purpose. 

HR professionals do not need to have all the answers to the political questions of the day. Their role is to create structures that protect employee well-being and promote a respectful, inclusive workplace. By encouraging open dialogue, providing clear communication, and expanding access to wellness resources, HR leaders can reduce the impact of political uncertainty and help their teams thrive. 

As the landscape continues to evolve, it is critical to stay grounded in compassion and clarity. Utilizing the above tools and strategies, HR professionals can be a steady and reassuring presence for their organizations in uncertain times. 

Resources & References:

Mental Health Commission of Canada – Political Anxiety - https://mentalhealthcommission.ca/political-anxiety/ 
MHCC Catalyst – Is Political Anxiety the New Normal? https://mentalhealthcommission.ca/catalyst/is-political-anxiety-the-new-normal/ 
Headspace – Coping with Political Stress - https://www.headspace.com/articles/cope-with-politics-stress  
CBC – How to Deal with the Intense Stress of Political & Economic Uncertainty - https://www.cbc.ca/radio/whitecoat/how-to-deal-with-the-intense-stress-of-political-economic-uncertainty-1.7502227  
MHRC Omni Report - survey cited in the above article for data -  https://www.mhrc.ca/omni-report

Making Waves & Inspiring Connections in Our Mentorship Community of Practice

Thu, 23 Oct 2025 19:16:44 GMT

Every mentorship match has the potential to create a ripple – one that extends far beyond the program itself. In our January–June 2025 intake, the CPHR Alberta Mentorship Program received over 225 applications across four unique streams, resulting in 100 mentor-protégé pairings, 17 peer matches, and 7 student group cohorts. This momentum reflects the strength of our HR community and its commitment to shared growth and learning.

This year, we invited participants to reflect on three powerful questions:

How has this mentorship experience shaped your perspective, and how do you plan to share the wisdom you’ve gained with others in our community?
How will participation in the mentorship program create a wave in your career and support the impact you leave on your workplace and broader community?
What has been your 'golden nugget' from this experience that will leave a lasting ripple in your career?

Their responses were as thoughtful as they were inspiring.

Testimonial #1

One of the main benefits of mentoring relationships, aside from the enjoyment of getting to know a colleague, is the ability to consider current situations I am dealing with in light of the other person's experiences.   Often, these relationships help me with fresh insights I can use to benefit my team and organization.  

Over the past few years, I have enjoyed the mentorship program, and have taken the opportunity to encourage others to consider the benefits of the program when chatting at CPHR functions, etc.

- Bob Wiebe

Testimonial #2

Through participation in the CPHR Alberta Mentorship Program, my sense of belonging in the profession has grown and I have gained a personal sense of connection to the community of practice that spurs me to continue to professionally grow to enable others to find their voice and professional belonging in our community to leave a lasting impact.

- Amanda Van Haaften

Testimonial #3

My golden nugget from this experience has been the realization of how powerful intentional communication and active listening can be in building trust and relationships, solving problems, and influencing outcomes. This insight has shifted how I approach conversations—whether with colleagues, clients, or leaders. It’s a simple concept, but its impact is lasting. 

- Archana Malhotra

Throughout the intake, our Mentorship Committee stayed meaningfully connected with participants through support groups, live webinars, monthly mentoring e-newsletters, and on-demand micro-sessions – with more to come. Each touchpoint offered space to pause, reflect, and grow – together.

Mentorship is never one-directional – it’s a cycle of giving, learning, and leading. We’re thrilled to welcome our new applicants for the upcoming intake and continue building a community rooted in connection and growth. Whether you're a mentor or protégé, you’ll gain valuable insights, meaningful relationships, and the chance to leave a lasting impact.

Strong Internal Controls Make Good Business Sense

Thu, 16 Oct 2025 20:12:04 GMT

Internal controls are not just a box on a checklist; they are a trust-building tool.

When HR leads with transparency, integrity, and strong processes, it sends the message that the organization values trust and accountability. Internal controls can also protect against errors, fraud, and damage to its reputation. Internal controls support fair hiring, secure data management, and consistent documentation, helping HR stay aligned with laws, privacy standards, and compliance expectations.

What are internal controls?

Internal controls are an organization’s procedures, policies, and processes. They ensure:

Compliance with laws, regulations, and policy
Accuracy in reporting
Overall efficiency and transparency in operations

Internal controls include setting out approval authority, role-based system access, audit trails, and segregation of duties. Once your controls are in place, continuous monitoring them further reduce risk by identifying issues early and providing timely feedback on areas where additional training may be needed.

Examples of HR internal controls and why an accountant might consider them important

Hiring

Background checks ensure individuals hired to handle sensitive data don’t have histories of financial misconduct
Signed employment agreements support key inputs into the payroll process and can serve as audit documentation
Approval workflow for hiring decisions help prevent unauthorized payroll expense s

Payroll

Segregation of duties between the person hiring and the person setting up payroll can prevent conflicts of interest and fraud
Reconciliations of payroll reports with HR records help ensure records match the source data, which supports accurate financial reporting

Compensation

An assignment of authority for employee events (e.g., salary change, promotions) ensures changes are authorized and reduces the risk of unauthorized payments
Supervisor approval on timecards ensures information sent to payroll is accurate

Employee records

Secure employee records ensure payroll, benefits, and compensation figures used in financial reporting are reliable and safe
Tracking changes made to records provides a trail for internal and external auditors

Policy and compliance

Key company policies requiring an employee’s signature can mitigate financial risks and ensure employees are expected to be aware of an organization’s policies
A whistleblower policy provides a mechanism to uncover fraud or misappropriation of an organization’s assets

Access and data controls

Role-based access to systems limits access to financial systems and reduces the risk of data manipulation

Monitoring controls

Exception reporting (e.g., duplicate payments) supports quick identification of errors and accuracy of financial reporting
Internal HR audits help ensure HR-related financial activities have proper controls and the controls are working as designed

By having an HR department that designs and implements internal controls, you are creating a stable system of checks and balances, minimizing risk in more ways than you might expect!

About the author:

Kristy Mielke CPA, CA fosters the professional growth of Alberta’s 32,000 Chartered Professional Accountants (CPAs) as the Director of Professional Development and Learning at CPA Alberta. She has previously worked in public practice and internal audit, and in addition to being a CPA, she is a Certified Internal Auditor and Certified Fraud Examiner.

An Update from your Board of Directors – September 2025

Tue, 07 Oct 2025 21:43:19 GMT

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.

The Board of Directors met on September 22, 2025, and the Board’s key messages are as follows:

2026 – 2028 Strategic Plan

The Board unanimously approved CPHR Alberta’s new 2026 – 2028 Strategic Plan, which includes a refreshed organizational vision and mission. This forward-looking plan focuses on:

Enhancing member value
Promoting self-regulation
Elevating the visibility of the CPHR designation
Fostering a future-ready HR community

Implementation begins immediately, with further details to be shared in the coming months.

Stay tuned, our new Strategic Plan will be released this fall via email!

Board Recruitment

The Board has initiated preparations for the 2026 elections. We will once again be seeking CPHR, Retired CPHR, and public members. Additional details will be available in November.

CPHR Canada and Collaboration Across Provinces

The Board welcomed Philippe de Villers, Chair of CPHR Canada, who presented the national organization’s new strategic plan and the strong collaboration across provinces. Further updates will follow after CPHR Canada’s December Board meeting.

You can view the CPHR Canada Strategic Plan here.

Financial Management

The Board reported that CPHR Alberta remains on track for a balanced 2025 budget, with no current financial risks identified.

Engagement

Board members will be attending our holiday mingles across the province starting in November. We invite you to join us in celebrating another successful year as a growing HR community.

Visit the CPHR Alberta events page and watch your inbox, registration opens soon!

The next Board meeting takes place in November 2025, 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!

Supporting Employee Well-Being: How HR Plays a Role in World Mental Health Day

Tue, 07 Oct 2025 16:35:58 GMT

Each year on October 10th we commemorate World Mental Health day. A day dedicated to raising awareness, minimize stigma, and promote meaningful connections and conversations about mental well-being. In the modern fast-paced and high-pressured working world, mental health support comes as a crucial element beyond a wellness initiative. It helps to build a more resilient, compassionate, and productive workplace.

For HR professionals this day is an important reminder in the role we play in creating a culture that prioritizes empathy, balance, and care. When employees are mentally supported, they are more engaged, collaborative, and better equipped to excel in their roles.

Why Mental Well-Being Matters

Mental health can affect anyone, regardless of position, age, industry, or experience. The World Health Organization (WHO) reported that in 2019, 970 million people globally battled mental health issues. Anxiety and depression being the most common disorders. The economic costs become substantial, with loss in productivity outstripping direct cost of care.

Beyond numbers, the impact can ripple through teams and affect morale. Stress, burnout, and disengagement have real, impactful consequences. Acknowledging mental health and proactively making efforts to take care of employees strengthens companies as a whole.

How Can Employers Support Employee Mental Health?

While there is no “cookie cutter” formula to promote mental wellness – creating an environment where employees feel seen, heard, and supported is key. Here are a few actions HR can implement to make an impact:

Foster Open Conversations

Break the silence. Openly encouraging judgement-free conversations around mental health can reduce the stigma around the topic. Practicing empathy and sharing personal experiences can encourage others to also discuss their own experiences and current challenges.

Access to Mental Health Resources

Ensure employees know where they can turn to for help. Having an Employee Assistance Program (EAP) with access to counseling, therapy, or mental-health hotlines and online support tools can increase awareness and better access to resources that can help employees whom are struggling with their mental health.

HR can also work with benefits providers to increase coverage for mental health services or host workshops that focus on stress management and mindfulness as well as recognizing signs of burnout or emotional distress.

Creating an environment within the workplace that promotes these habits also is important. Having quiet spaces to decompress, offering mental health days, or acknowledging small employee achievements can go a long way.

Work-Life Balance

Having a balance between work and personal life is key in maintaining mental health. Encourage employees to set realistic goals and expectations, honour their time off, and model such balanced behaviour themselves. Flexible work schedules, options to work remotely, regular check-ins, and encouraging boundaries can help employees better manage their workload and reduce burnout.

Celebrating World Mental Health Day in the workplace

World Mental Health Day is a great opportunity to remind and emphasize an organization’s commitment to well-being. Here are a few ways HR can promote and celebrate the day:

Host a wellness workshop: Invite a speaker or mental-health professional to talk about coping strategies or tools for mindfulness

Coffee & Connection: Have an informal meeting where employees can share their own ways to de-stress and support one another

Share Resources: Share educational material or mental health tips through internal communication channels

Closing Thoughts

Mental health shouldn’t just be a one-day topic. It’s a constant year-round commitment to help take care of ourselves. On this World Mental Health Day, we should reflect on how to make our own workplaces safer, fostering compassionate and stigma-free spaces for everyone.

As HR professionals we are in a key role to lead this change. We can advocate for open dialogue, sharing helpful resources, and nurturing an inclusive culture that values well-being just as much as performance. By working together, united we can create safer workplaces where employees can thrive both professionally and personally.

When people feel supported, everyone benefits.

Resources:

https://www.who.int/health-topics/mental-health#tab=tab_2

About the Author:
Rheya is a volunteer with the CPHR Alberta Social Media Committee, a young professional passionate about HR and creativity. With a Diploma and Bachelor's in Business Administration from SAIT, Rheya brings experience in project management, SEO, and social media. When not working, Rheya enjoys crocheting, writing a first novel, and binge-watching Harry Potter movies.

A Strategic Guide to Organization Restructuring, Part 1

Mon, 29 Sep 2025 20:32:46 GMT

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.

Step Four: Don’t forget about the impact on people

Restructuring doesn't end after the final announcement. In fact, what happens next often determines long-term success.

For departing employees: Outplacement support protects your brand and helps those affected move forward.
For remaining employees: Survivor's guilt, anxiety, and low morale are real risks. Leaders need to clarify roles, rebuild trust, and provide a compelling vision for the future.
For managers: Equip them with training on how to lead through uncertainty and engage in difficult, yet empathetic, conversations.

Restructuring is not just a financial event; it’s an emotional one as well. I explored this in depth in my recent blog, “Layoffs Are Inevitable, Abandoning People Isn’t” , where I shared strategies for minimizing the impact on employees and maintaining trust through change. Organizations that recognize this recover faster and retain stronger teams.

Final Thoughts

Restructuring is never just a financial exercise, it’s about re-designing the future of your business. The choices you make from clarifying the “why” to supporting your people will shape not just your balance sheet, but your culture and competitiveness for years to come. This blog has focused on the critical steps to prepare for a restructuring. In my next post, I will discuss the crucial steps in the execution phase. Stay tuned!

If your organization is considering restructuring, now is the time to prepare. Our team collaborates closely with leaders to bring structure, objectivity, and empathy to the process. Let’s talk about how we can help you navigate change with confidence.

Reference:

¹ Intellizence. (2025). Major companies that announced mass layoffs. https://intellizence.com/insights/layoff-downsizing/major-companies-that-announced-mass-layoffs/

 Author bio: With an MBA Degree, a CPHR, and an SHRM-SCP designation, Ada Tai has been working as an HR professional in a variety of industries for close to 20 years. Through her consulting firm, Ada and the team provide a variety of management consulting services. Ada’s public speaking skills have enabled her to be regularly invited to speak about HR, people management, and career-related topics throughout the province. She is also a well-respected Instructor at local universities.

Contact information:

● Website: https://www.badab101.com/

● Blogs: https://www.badab101.com/blog

● LinkedIn: adatai or BadaB-Consulting-Inc

● Facebook: @badabconsulting

● YouTube: BadaB Consulting Inc.

Our team also helps organizations prepare for the future with technology strategies that align infrastructure, talent, and long-term goals.

Mental Health in the Agriculture Industry

Fri, 08 Aug 2025 15:59:13 GMT

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.

4. Limited Access to Supports

Rural communities often lack accessible, affordable mental health services. Over 50% of Canadian producers lack high-speed internet, which limits access to online support and resources. Confidentiality concerns further reduce uptake of available services.

5. Blurring of Work and Home Life

Unlike many professions, farmers often live where they work, making it difficult to separate professional stressors from personal time.

6. Access to Firearms

A difficult but basic truth is that firearms—commonly used in farming—can increase the risk of suicide when mental health deteriorates.

The Data is Clear—and Concerning

In 2022, Canada reported 4,850 suicide deaths, a rate that has been rising.
Males accounted for 75% of suicide deaths, with middle-aged adults (30–59) being most affected.
Alberta reported 503 suicides in 2023, with Southern Alberta accounting for 57 of those lives lost.
A national survey of over 1,100 farms found that 45% of farmers reported high stress, 57% experienced anxiety, and 35% showed signs of depression.

Mental health struggles don’t always look the same, but common signs include:

Withdrawal from social circles
Loss of interest in activities
Persistent sadness, irritability, or mood swings
Sleep disruption and fatigue
Increased substance use
Difficulty concentrating or making decisions

Understanding these signs is the first step in prevention.

What Can HR and Communities Do to Support Agricultural Mental Health?

Supporting farmers means building a culture where mental health is acknowledged, supported, and prioritized. Here’s how we can act:

1. Foster Awareness and Reduce Stigma

Normalize conversations around mental health. Reiterate that "It’s okay to not be okay." Use workplace platforms to regularly share mental health messaging and resources.

2. Ensure Access to Resources

Whether through Employee or Family Assistance Programs, local health services, or national helplines, make sure support is visible, accessible, and confidential. If your workplace lacks support, ask why—and explore alternatives.

3. Create Connection Opportunities

Social connection is a protective factor. Initiatives like community gatherings, support networks, and peer check-ins help reduce isolation. Organizations like the Potato Growers of Alberta have set great examples. Attending events in communities can be a great way to have conversations with others and foster relationships.

4. Tailor Solutions to the Farming Community

Rural and agricultural workers need mental health supports that reflect their realities—flexible, mobile, private, and stigma-sensitive. Programs like Buddy Up , which are designed for men, show promising impact.

5. Train Your Team

Mental Health First Aid training can equip workplaces and communities to recognize signs and respond early. Investing in mental health literacy builds resilience and saves lives. There are many resources for workplace wellness and investing in wellness programs improve teams focus and engagement.

HR Leaders: Your Role is Critical

It’s time for HR professionals to lead the change in agricultural mental health. This means speaking up, removing barriers, and ensuring support is embedded into workplace culture—not just during crises, but every day.

Agriculture is the backbone of our economy and our food systems. Let’s make sure the people behind it are not overlooked.

Let’s build a culture where every farmer, feedlot worker, butcher, and everyone who plays a role in keeping food on our tables feels seen, heard, and supported.

References:

1. https://www.who.int/health-topics/mental-health

2. https://www.betterhealth.vic.gov.au/health/conditionsandtreatments/suicide-and-mental-illness#

3. https://health-infobase.canada.ca/mental-health/suicide-self-harm/suicide-mortality.html

4. https://www.suicideinfo.ca/local_resource/agriculture-and-suicide/

5. https://fmc-gac.com/mental-health/

6. https://www.nami.org/about-mental-illness/warning-signs-and-symptoms/

7. https://www.buddyup.ca/about/

CPHR Alberta’s Commitment to Supporting Reservists

Thu, 07 Aug 2025 19:23:59 GMT

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

mperkovic@cphrab.ca (Marina Perkovic) — Tue, 29 Jul 2025 18:11:42 GMT

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.

Interested in assessing your leadership risk? Visit powerupleadership.ca to explore leadership assessments, coaching programs, and facilitated team workshops tailored to your growth stage.

Layan Jasser

PowerUp Leadership

References:

Brandon Hall Group. (2015). Leadership Development Benchmarking Report.
CPHR Alberta. (2023). HR Trends Report. Retrieved from https://www.cphrab.ca
Gallo, A. (2016). “Why People Really Get Promoted.” Harvard Business Review. https://hbr.org/2016/06/why-people-really-get-promoted
SHRM. (2022). Succession Planning Toolkit. Society for Human Resource Management.
International Coaching Federation. (2022). ICF Global Coaching Study.
McKinsey & Company. (2018). The organization of the future: How to win in a fast-changing environment.

Layoffs Are Inevitable, Abandoning People Isn’t

mperkovic@cphrab.ca (Marina Perkovic) — Tue, 15 Jul 2025 15:58:58 GMT

Author : Ada Tai

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.

Reference:

CBIZ. (2023, October 30). From executives to entry-level: Outplacement services for all. CBIZ Insights. https://www.cbiz.com/insights/article/outplacement-services-for-all

Author bio: With an MBA Degree, a CPHR, and an SHRM-SCP designation, Ada Tai has been working as an HR professional in a variety of industries for close to 20 years. Through her consulting firm, Ada and the team provide a variety of management consulting services. Ada’s public speaking skills have enabled her to be regularly invited to speak about HR, people management, and career-related topics throughout the province. She is also a well-respected Instructor at local universities.

Contact information:

● Website: https://www.badab101.com/

● Blogs: https://www.badab101.com/blog

● LinkedIn: adatai or BadaB-Consulting-Inc

● Facebook: @badabconsulting

● YouTube: BadaB Consulting Inc.

BadaB Consulting Inc. has provided HR and Business Technology solutions since 2011. Known for its pragmatic approach, the firm offers a range of HR services, including Outplacement Services, Organizational Restructuring, Training & Development, Strategic HR planning, Recruitment, Policy Development, etc. The team also helps clients develop future-proof technology strategies by preparing the right infrastructure and personnel.

Your Ultimate Pre-Conference Checklist for the CPHR Alberta 2025 Conference!

mperkovic@cphrab.ca (Marina Perkovic) — Thu, 10 Jul 2025 21:35:55 GMT

The countdown to the CPHR Alberta 2025 Conference has officially begun!

This year, we're focusing on bringing the people element back to HR with the theme, Human-Centric HR, and we can't wait to welcome you. Whether this is your first time joining us or you're a seasoned attendee, getting prepared is key to maximizing your experience. We've put together an ultimate pre-conference checklist to help you show up confident, connected, and ready to learn.

Preparing Your Personal Brand

First impressions matter, even in a professional setting. Take a moment to update your digital identity. This means ensuring your LinkedIn and other professional profiles are current and reflect your latest career highlights. You'll be meeting and connecting with many new people, and you'll want to make it easy for them to learn more about you. Also, practice your "About Me" pitch. Plan out your 30-second elevator pitch so you can confidently introduce yourself when you meet someone new.

Set Clear Goals You Want To Accomplish

To make the most of your conference experience, it’s essential to set clear goals. Identify the who, what, when, where, how, and why of your attendance. What do you hope to learn? Who do you want to meet? Which sessions align best with your learning goals and interests? Thinking about how you’ll keep conversations and connections going after the event is also a great way to ensure lasting value.

Pack Smart

Don't underestimate the power of packing efficiently. The basics include business casual attire, business cards, chargers, notebooks, tablets, and water bottles. Don't forget comfortable shoes – you'll be on your feet a lot! If you're attending as a booth representative, remember to bring your swag. Equally important is practicing well-being. Human-centered well-being starts with taking care of yourself. Consider if you'll need quiet recharge moments during a fun-filled day or if you require built-in time for mindful breaks.

Review the Agenda & Plan Ahead

The conference agenda is packed with incredible content. Take the time to seek and prioritize your 'must-attend' sessions based on themes that most align with your personal and professional values. Plan intentional networking opportunities and prepare thoughtful questions to ask vendors. Lastly, get ready to engage in online conversations using event hashtags and social media to extend your reach.

Keep the Connections Going

Your conference experience doesn't end when the sessions do. Develop a post-conference strategy to maximize your new connections and learnings. This could involve suggesting collaborations, inviting someone for a post-conference coffee chat, or simply reflecting on key takeaways you'll champion back in your personal and professional life.

If You're Traveling to Edmonton, Support Local!

Fitness & Wellness

Archetype Life: Group fitness classes are available for $21 per class. You can view the full schedule and find more information on their website: Archetype Group Classes
Spa by JW: The spa is separate from the gym offerings. To book appointments, please visit their website: Spa by JW Edmonton .

Group Outings & Events

Braven: A great option for team dinners, offering three private dining rooms and one semi-private space. Learn more at Braven Private Dining .
The Canadian Icehouse: Perfect for a fun, interactive event. Packages can include their Ice Room, golf simulator, and batting cages.
The Banquet: This venue is great for a casual outing with bowling, arcade games, and catering options for events.
Alchemy Bar: Offers private event packages, including private dining and patio spaces.|

Local Dining

Woodwork: 10132 100 St NW
Bernadette's: 10114 104 Street NW
Bar Bricco: 10347 Jasper Ave
Fu's Repair Shop: 10524 Jasper Ave
Campio Brewing Co.: 10257 105 St NW
Nuovo Bistro: 10721 124 St

Edmonton Classics:

Baijiu: Asian-inspired small plates and creative cocktails. (10359 104 Street)
Sabor: Authentic Spanish and Portuguese cuisine. (10220 103 Street)
Buco Pizzeria + Vino: Neapolitan pizza and wine. (10423 101 Street)
White Rabbit Ice Cream: Handcrafted ice cream. (10546 110 Street NW)

Local Coffee

Credo Coffee: 10134 104 St NW
Deville Coffee: A popular location near the ICE District is at 10850 104 Ave NW
Coffee Bureau: 10505 Jasper Ave
Lock Stock Coffee: 10534 Jasper Ave NW

We're so excited to see you at the CPHR Alberta 2025 Conference! Mark your calendars for September 23 & 24, 2025, at the JW Marriott Edmonton ICE District.

By following this checklist, you'll be well on your way to a productive and engaging experience.

View the full schedule, speaker bios, and sponsors here .

Amanda Tam is the Employer Relationship Manager for the University of Alberta's Engineering Co-op Program, where she has spent over four years connecting students with industry to support successful work-integrated learning experiences. She is passionate about student programming, career development, and recruitment, and brings a strong background in relationship-building and cooperative education. Amanda holds a Bachelor of Commerce in Cooperative Education from the University of Alberta and is a Chartered Professional in Human Resources (CPHR). She also volunteers with APEGA’s Mentoring Café, serves on the Social Media Committee, and is a Peer-to-Peer Mentor at CPHR Alberta.

An Update from your Board of Directors - June 2025

mperkovic@cphrab.ca (Marina Perkovic) — Wed, 09 Jul 2025 17:57:42 GMT

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!

Novel Recognition Study Aims to Help Attract and Retain Global Talent in Canada

Fri, 27 Jun 2025 14:57:50 GMT

CPHR Alberta and the Vantage Circle team uncover impactful insights in a first-of-its-kind study to help shape the future of workplace recognition in Alberta and across Canada.

Alberta, Canada, June 2025 – Vantage Circle, the world’s leading Behavioural-Science-Powered Global Employee Engagement SaaS-Platform, in partnership with CPHR Alberta, is pleased to announce the release of a groundbreaking new report: “Reimagining Recognition: A Strategic Look at Workplace Recognition in Alberta.”

As Alberta and Canada work to attract and retain global talent in a fiercely competitive labour market, the report offers strategic, research-backed guidance and insights better position themselves. This first-of-its-kind study combines insights from led sessions from senior HR leaders across Alberta and responses submitted to Vantage Circle’s proprietary AIRe™ assessment.

The findings demonstrate how modern recognition practices can reinforce behaviours aligned with organizational success, and how HR professionals can be powerful catalysts for lasting culture change. CPHR Alberta’s forward-thinking approach equips members and their organizations with the insights and tools needed to create impactful, people-first recognition strategies.

Ioana Giurca, CEO of CPHR Alberta, noted:

“Alberta’s ability to compete in the global economy depends on attracting and retaining top talent. With this study now completed, HR and business leaders across the province have access to key insights to support their continued work in building thriving workplaces.

The findings highlight that there is still more to be done in Alberta to ensure meaningful recognition programs are in place—programs that not only strengthen retention but also support both the bottom line and the people who drive business success. These insights are already shaping workforce strategies and driving meaningful change in Alberta’s business community.”

Partha Neog, CEO and Co-founder of Vantage Circle, said:

“Recognition plays a pivotal role in shaping organizational culture and employee engagement. This report offers valuable insights into how Canadian organizations are approaching rewards and recognition in a rapidly evolving work environment. We hope these findings will serve as a practical guide for HR leaders looking to create more meaningful and impactful recognition programs.”

Key findings include:

40% of organizations actively promote recognition tied to behaviours that support diversity, equity & inclusion (DE&I), sustainability, and other organizational values.
Over 80% continue to rely on service awards as the primary component of their recognition and rewards (R&R) programs.
While 50% of organizations report that their recognition is based on both outcomes and behaviours, two-thirds of those admit they lack a structured process to consistently identify or differentiate employees who demonstrate those behaviours.

The report also reinforces the strategic importance of certified HR professionals. Organizations that employ Chartered Professionals in Human Resources (CPHR) are better positioned to design and sustain impactful programs that retain top talent and support long-term business goals.

Having a Chartered Professional in Human Resources (CPHR) within organizations is critical to achieving business objectives and safeguarding an organization’s greatest asset—its people. This is why Vantage Circle is entrusting a CPHR to support the growth of our Alberta office, hiring and retaining the workforce's top talent.

This report aims to equip HR professionals with actionable insights to enhance their recognition strategies and align them with employee expectations in today’s hybrid work environment.

Download the full report : Reimagining Recognition: A Strategic Look at Workplace Recognition in Alberta

About Vantage Circle

Vantage Circle is a leading global employee recognition and rewards platform powered by behavioral science. Trusted by over 3.2 million users and 700+ organizations worldwide, the platform helps build high-performance cultures by aligning recognition with company values and business goals. Vantage Circle enables HR leaders and managers to identify, recognize, and reinforce meaningful behaviors through targeted recognition, personalized rewards and incentives, and a holistic approach to employee wellness. With over 14 years of experience, the platform supports global enterprises such as Wipro, Infosys, Blue Star, Bosch, Tata Communications, Tata Motors, Tata Realty, Cognizant, Wells Fargo, and ACG in transforming how they engage and motivate their workforce. The platform is available in 16+ languages with localized rewards in over 100 countries, making recognition more relevant and inclusive. It also integrates seamlessly with collaboration tools like Microsoft Teams and Slack, enabling recognition to happen in the flow of work.

Learn more at vantagecircle.com .

Alberta's Mental Health Challenge: How HR Professionals Can Drive Change

mperkovic@cphrab.ca (Marina Perkovic) — Mon, 26 May 2025 16:23:36 GMT

Alberta businesses are facing a significant mental health challenge that requires immediate attention.

With high stress levels reported by many workers, approximately 20% of the Canadian workforce experiences some form of mental illness annually (Canadian Mental Health Association 1). According to the Mental Health Commission of Canada, mental illness accounts for 70% of disability costs in the workplace, with one-third of short and long-term disability claims related to mental health issues (Canadian Mental Health Association 1). HR professionals have both a responsibility and an opportunity to drive meaningful change.

The Workplace Mental Health Landscape

Mental health concerns affect every workplace in Alberta and across Canada. One in five Canadians experiences mental illness each year, and one in three will experience it in their lifetime, impacting organizational performance at multiple levels (Statistics Canada 3). Common work-related stressors include:

Job Demands and Control : Employees in demanding jobs with little control over their work.
Distributive Injustice : Perceptions of fairness in the workplace.
Work-Life Balance : Difficulty meeting responsibilities due to work demands.
Interpersonal Relationships : Lack of social support and negative interactions.
Role Ambiguity and Conflict : Insufficient information for task performance and conflicting demands.
Stigma : Negative attitudes about mental health in the workplace (Canadian Psychological Association 1).

Do these factors raise important questions about the prevalence of mental health issues within your organization? Are there employees that are suffering silently?

Business Implications

Stress-related absenteeism and presenteeism (working while mentally unwell) have substantial costs, affecting both individual well-being and company performance. Without intervention, these challenges will continue to impact workplaces.

Identifying and Addressing Burnout

Workplace burnout, characterized by moodiness, apathy, reduced engagement, and declining productivity, affects many professionals. In Alberta's healthcare sector alone, approximately 52% of professionals experience burnout (Alberta Health Services 48). Warning signs include decreased engagement, reduced job satisfaction, longer task completion times, and isolation from colleagues (Canadian Centre for Occupational Health and Safety 1). Creating systems to identify burnout early and provide appropriate interventions prevents these symptoms from escalating and damaging organizational culture.

The Business Case for Mental Wellbeing Programs

Implementing comprehensive workplace mental health initiatives yields financial returns. Companies with mature programs report a median yearly ROI of $2.18 (Deloitte Insights 2). These initiatives are not only compassionate but also financially sound investments.

Rethinking Paid Time Off Strategies

To foster an environment where paid time off (PTO) is encouraged and integrated into workplace culture, HR professionals can:

Promote the Benefits of Taking Time Off
Lead by Example
Simplify the Request Process
Create a Flexible PTO Policy
Address Barriers to Taking Time Off
Encourage Cross-Training
Regularly Communicate PTO Balances and Reminders (Society for Human Resource Management 1)

When employees can manage their time off without stigma, they return more refreshed and productive, creating a positive cycle that benefits the organization.

Measuring What Matters: Key HR Metrics

Tracking the effectiveness of mental wellbeing initiatives involves monitoring metrics such as:

Awareness levels of wellbeing resources
Utilization rates of wellness programs
Employee turnover patterns
Absenteeism trends
Healthcare costs and insurance claims

These metrics provide valuable insights into the strategy's effectiveness and ROI, helping justify continued investment to leadership.

Creating a Culture of Mental Wellbeing

Building a mentally healthy workplace requires shifting from reactive to proactive approaches. This involves integrating mental health awareness into onboarding, leadership development, and daily operations (Statistics Canada 3). Encourage managers to model healthy behaviors and create psychological safety where employees feel comfortable seeking and offering help. Position mental wellbeing as a strategic business priority rather than just an HR initiative.

The path to workplace mental wellbeing begins with acknowledging its importance and taking concrete steps toward creating supportive environments. How will your organization respond to Alberta's mental health challenge?

About the Author:
Matthew Jubelius, RN, is a CPHR member with 20 years of experience in healthcare, leadership, and occupational health and safety. As the Clinical Director for VirtuClinic, Matthew leads the team in transforming workplace wellness, employee health education, and WCB access. VirtuClinic partners with organizations across Alberta to enhance employee wellbeing and drive measurable business outcomes. Matthew’s approach bridges healthcare expertise with HR priorities. To connect with Matthew, click here .

Coaching to Unlock Leadership Potential at Every Level

mperkovic@cphrab.ca (Marina Perkovic) — Mon, 12 May 2025 19:47:51 GMT

“Leadership isn’t about titles or hierarchy—it’s about influence, growth, and the ability to bring out the best in others.”

Across organizations today, there is growing recognition that leadership is not confined to those at the top. Whether you’re a team lead, a project coordinator, or just starting your career, leadership potential exists in everyone. The challenge lies in unlocking it—and this is where coaching becomes a powerful lever.

Why Coaching Matters for Leadership Growth

Coaching isn't just a tool for executives. It’s a developmental partnership that helps individuals reflect, identify their strengths, challenge limiting beliefs, and act with intention. Unlike traditional performance management, coaching is forward-focused. It empowers people to discover their own solutions and build leadership capacity from the inside out.

At every level of the organization, coaching:

Builds self-awareness, a foundational leadership trait.
Encourages ownership and accountability.
Develops emotional intelligence—the ability to navigate complexity and connect with others.
Supports resilience and adaptability, both critical in today’s evolving workplaces.

From Emerging Professionals to Senior Leaders

Early Career Professionals : Coaching helps uncover hidden strengths, boost confidence, and foster a mindset of continuous learning. It equips future leaders with tools for feedback, collaboration, and influence without authority.
Mid-Level Leaders : At this stage, coaching helps navigate the transition from “doing” to “leading.” It sharpens strategic thinking, enables better delegation, and supports leading through change.
Senior Leaders : For seasoned professionals, coaching offers space for reflection and renewal. It enhances presence, communication, and legacy thinking—what kind of culture and leadership pipeline they are building.

Creating a Coaching Culture

Unlocking leadership potential at scale requires more than one-on-one coaching. Organizations can:

Train managers to adopt a coach-like approach—asking more, telling less.
Build peer coaching circles to foster shared learning and reflection.
Embed coaching into talent development and succession planning.

When coaching is normalized, employees at all levels feel seen, heard, and capable of leading from where they are.

Final Thought

Great leaders aren't born—they're supported. Coaching creates the space for people to grow into the leaders they’re meant to be. By investing in coaching at every level, we not only unlock individual potential—we transform teams, culture, and the future of leadership itself.

Author : Dr. Kanwaljit Kaur, EP, CPHR, CLC

Celebrating International Human Resources Day

mperkovic@cphrab.ca (Marina Perkovic) — Mon, 12 May 2025 17:37:45 GMT

The Power of HR and the Value of Being a CPHR

Every year on May 20, we celebrate International Human Resources Day, a time to recognize the tireless efforts of HR professionals around the globe who shape workplaces, support employees, and drive organizational success. This year, let’s reflect on the growing importance of HR worldwide—and the value of professional designations like CPHR (Chartered Professional in Human Resources) that elevate our field.

The Global Significance of HR

From Calgary to Cape Town and from Toronto to Tokyo, Human Resources is the backbone of every organization. HR professionals don't just manage hiring and benefits, they champion culture, guide leaders, and ensure that businesses remain ethical, inclusive, and adaptable in a fast-changing world. In today’s global landscape, HR is more than a support function. It’s strategic. It's data-driven. It’s about building people-first workplaces where innovation and well-being can thrive.

Across borders and cultures, HR helps organizations:

Attract and retain top talent
Build resilient and diverse teams
Drive employee engagement and productivity
Ensure fair and transparent workplace practices
Support mental health and well-being
Navigate remote and hybrid work models
Foster leadership and succession planning

Why Become a CPHR?

In Canada, the CPHR designation stands as a mark of excellence, credibility, and commitment in the HR profession. Whether you're just starting out or advancing your career, becoming a CPHR can open doors and demonstrate that you meet the highest professional standards in HR.

CPHR Alberta has membership types to meet the needs of HR and business professionals at all career levels. Members of CPHR Alberta belong to a vibrant community of over 6,900 HR practitioners and business leaders, including over 3,300 CPHRs living and working in Alberta, the Northwest Territories, and Nunavut. CPHR Alberta provides valuable resources for professionals at all career stages:

Professional Development and Networking: Access events that fit your schedule and help advance your career.
Exclusive Offers: Benefit from industry partnerships, including Professional Liability Insurance with EasyCover by Rogers Insurance Ltd., home and auto insurance with TD Meloche Monnex, and exclusive savings with Perkopolis.
HR Resources: Utilize the HR Toolkit and get first access to print publications and email newsletters.
Regional HR Research: Stay informed with HR research specific to our region.
Career Center: Explore the largest human resources job board in Alberta, the Northwest Territories, and Nunavut, with resume uploading and special member rates.

From Student Member to General Member, Associate, Candidate, Chartered, and Retired Members, there is a fit for HR professionals and business practitioners at every stage of their career.

Learn more about Memberships.

Final Thoughts

As we celebrate International Human Resources Day, let's honor the role of HR in creating workplaces that work for everyone. Whether you’re an experienced HR leader or an aspiring student, being part of this community is something to be proud of.

And if you're looking to level up your career, consider pursuing your CPHR designation—because HR professionals deserve recognition, growth, and the tools to lead in a globalized, people-focused world.

Happy International Human Resources Day!

Let’s keep building a better world of work—together.

About the Author:

Zahra Aghababaei is a Research Assistant at Bow Valley College and an experienced HR professional with over six years in talent acquisition, employee relations, and organizational development. She is currently pursuing a diploma in Health and Human Services Management, exploring the intersection of HR and community development. Zahra holds a master's in communication and a bachelor's in mathematics, and actively volunteers with the Calgary Business and Professional Women's Association and the CPHR Alberta Social Media Committee. In her free time, she enjoys biking, social gatherings, and attending concerts and theater performances.

Leading your way through career shifts: how to stay successful changing an industry or even a profession

mperkovic@cphrab.ca (Marina Perkovic) — Wed, 30 Apr 2025 16:53:10 GMT

Author: Aleksandra Romasheva, CPHR

Achieving success in one Industry: the drive for change

At some point in our professional lives, we might crave something new. It can be referred to as a “glass ceiling”, “deadlock”, or “stagnation”, but the essence remains the same – an urge to change, seize a unique opportunity, and experience the joy of exploring an unfamiliar environment.

This often leads us to consider switching industries, weighing the benefits against potential risks. Should we remain in a familiar business context, or take a leap into a different reality with its own nuances and challenges?

For leaders, this decision often depends on how they perceive their role. Some prefer deepening expertise in a single industry, while others see value in transferring experience across sectors. The choice is influenced by personality, worldview, and confidence in achieving success, which could mean financial stability, professional growth, or psychological readiness for change.

A growing trend in industry transitions

In 1980, 44% of top executives spent their entire careers within a single company. By 2011, this figure had dropped to 31%, and by 2023, it stood at 19%, signaling a growing trend toward cross-industry experience.

Digitalization has further accelerated this shift. While companies once prioritized leaders with sales and finance expertise, today, almost all sectors value managers fluent in the language of IT product development. This suggests that cross-industry experience is increasingly in demand.

However, taking this step isn’t easy, especially after years of mastering a specific business context. If your job feels like a chore even after a vacation, it might be time for a change – staying could lead to burnout and negatively impact your health.

Turning “extra knowledge” into an asset

Some people know their career paths early on, while others love many fields and want to try them all. For the latter, choices often become clearer through direct immersion rather than detached observation.

Your degree or past work experience shouldn’t confine you. If you trained in a field you no longer wish to work in, you can still leverage your expertise to transition. For example, a legal background could support opening an art gallery by aiding in copyright negotiations, while an economics degree might help launch a children’s book series on financial literacy.

Often, what once seemed like an unrelated skillset can become a unique advantage in a new field.

Developing independence in unfamiliar fields

A common misconception is that independence comes solely from competence. While expertise is valuable, true independence often depends on motivation. Some individuals, despite their knowledge, frequently seek guidance, while others proactively learn, take responsibility, and lead. The latter type thrives in leadership roles.

Today, this quality is referred to as “learning agility” – the ability to learn from experiences and apply knowledge to complex, evolving situations. Korn Ferry research shows that companies with high learning agility among leaders achieve 25% higher productivity than competitors.

Mastering a new management language

One major fear of switching industries is the challenge of learning a new professional lexicon. Initially, industry-specific jargon may sound incomprehensible, but with immersion, fluency follows within months.

Moreover, the more business “languages” you already know, the easier it is to acquire new ones, as many terms and concepts overlap across industries.

Industry vs. functional patriotism

Some professionals feel deeply connected to a specific industry; a mindset that can be described as “industry patriotism”. Others are driven by a commitment to their function – “functional patriotism” – seeking mastery in their field, regardless of industry. For instance, an “HR patriot” might prioritize becoming the best HR professional overstaying within a single business sector.

Navigating industry-specific attitudes

Long-time industry professionals sometimes exhibit skepticism toward newcomers. While many offer mentorship, others may express condescension: “What could you possibly know about us?”

Adapting to a new field, especially in highly technical industries, requires time. However, with:

A supportive network, including a manager who believes in your potential and encouraging friends,
Psychological resilience to withstand initial criticism,

transitioning becomes manageable.

In moments of doubt, consider reframing negativity into motivation – every challenge overcome is proof of your capability.

Choosing a new industry: practical considerations

Some recruiters suggest choosing a new industry based on either “the client” or “the product”. The former involves selecting a sector with a familiar target audience, while the latter means working with products similar to those in your current industry.

However, a significant challenge often lies not in industry-specific knowledge but in adapting to different work scales and result timelines. Transitioning from an operational role, where outcomes are immediate, to a strategic position, where results take years, can be difficult.

On the flip side, changing industries offers opportunities to see problems from a fresh perspective. Cross-industry experience fosters innovation, as ideas from one sector can be successfully applied to another. This cross-pollination is what makes career transitions so valuable – sometimes, 1+1 truly adds up to more than 2.

Sources:

https://www.shrm.org/executive-network/insights/changing-face-csuite-older-diverse-experienced

https://www.thetimes.com/article/thousands-of-over-50s-are-choosing-to-embark-on-a-second-career-in-an-entirely-new-field-s58wqhht3

https://www.businessinsider.com/changing-jobs-may-get-easier-2025-employers-boost-hiring-search-2024-11

https://www.ft.com/content/403b1118-6dd8-4d8d-bd2c-a0923fc50c97

https://www.thehrdirector.com/business-news/employee-experience/fuelling-spike-career-changing/

https://www.apollotechnical.com/career-change-statistics/

https://www.carriermanagement.com/news/2025/01/22/270894.htm

https://www.kornferry.com/capabilities/talent-suite-hcm-software/korn-ferry-assess/learning-agility-tools

My Mentorship Story

mperkovic@cphrab.ca (Marina Perkovic) — Fri, 25 Apr 2025 17:54:36 GMT

I became a member of CPHR even before moving to Canada in July 2023. It was my way of getting a head start, learning how HR works here, connecting with professionals in the field, and preparing myself to step into the workforce with more confidence. Looking back, it was one of the best decisions I made!

With over 18 years of HR experience and a Master’s in Management from Fiji, a small island nation that is just a dot on the map compared to Canada, the second largest country in the world, I knew that growing professionally here would take courage and adaptability. To strengthen my strategic HR capabilities and better align with Alberta’s project driven work culture, I enrolled in a postgraduate course in Project Management. It was a bold move, but one I fully embraced. I was ready to step outside my comfort zone and build new skills that would support my evolving HR journey.

I also understood how important it was to learn what employers here expect and how things really work on the ground. That is exactly what I found through CPHR. Since joining, I have taken part in almost every event I could. I have been a Protégé in both the CPHR Mentoring Program and Walk & Talk Program (twice!). I am currently in my second round of the Mentoring Program.

One of the biggest blessings came when I was matched with a mentor who has been absolutely amazing. We clicked right away. It was not just about professional advice, it was the little pushes, the encouragement, and the real talk when I needed it most. Thanks to the confidence and direction I gained through the mentoring program, I started working part-time as a Teaching Assistant at a top Canadian university while studying full-time as an international student. It was an exciting and meaningful experience that opened new doors, especially in the learning and development space, an area I’ve grown to love even more.

For me, CPHR has been more than just a professional body, it has been my rock. It has supported me, cheered me on, and opened doors when I needed it most. I am now actively exploring HR opportunities as I work toward completing my postgraduate Project Management course and achieving my CPHR designation by year end. I am super proud to be part of this incredible community and excited for what is ahead!

Thank your CPHR AB!

Sweetika Kumar

Buying Technology is not an AI Strategy: How to drive sustainable AI adoption in HR

mperkovic@cphrab.ca (Marina Perkovic) — Wed, 16 Apr 2025 15:30:01 GMT

Artificial intelligence (AI) has become part of the HR vocabulary. No longer a future ambition, many HR teams have been exploring why, how, and where AI could be used to unlock productivity, enhance capabilities, and deliver new value, as well as which technologies can deliver on this.

However, buying technology or licenses is not an AI strategy.

More than 60% of HR professionals say they do not integrate AI into their practices beyond individual productivity. This approach to adoption has led to many leaders questioning the value of AI, asking, “Is the AI hype worth the investment?”

In this article, we explore the reality of AI adoption and highlight the critical success factors for sustainable adoption.

Why Adoption and Integration Is So Hard

To fully harness AI's potential, HR has to move beyond task-based applications and towards deeper integration. This involves embedding AI into core HR processes, using it to inform decision-making, and leveraging it to drive strategic change. Understanding the current barriers is a starting point for this adoption and integration journey.

Our data show that both individual and organizational factors influence the appetite and extent to which AI is adopted within HR.

At the individual level, three factors influence how HR professionals use AI:

Exposure and opportunity to use AI: Confidence and competence develop through use. Where HR professionals don’t have access to or use AI tools in their roles, adoption stalls.
Organizational signals and support: HR professionals use AI if it is a priority in the business and support is provided. If AI isn’t seen as a priority or is used sporadically, it’s unlikely to gain traction in HR.
Sentiment: Feelings matter. Excitement, fear, and skepticism all influence how HR professionals engage with AI, even when tools are available.

At the organization level, HR teams face other challenges that impact adoption. HR leaders often struggle to articulate AI's value to the organization, which impacts buy-in, investment, and leadership sponsorship. HR teams also struggle to identify the proper use cases to apply AI and determine whether those use cases are viable. Gaining leadership buy-in becomes more complicated when the impact isn’t clear, and without a strong governance framework, execution feels risky.

Adopting a structured approach to AI value creation

We’ve developed an AI readiness framework to help HR teams to overcome the challenges they face in driving adoption. The framework consists of four interrelated components centered around the promise of value.

Defining the Promise of Value

Any successful AI strategy begins with a clear promise of value. Rather than adopting AI for experimentation, HR leaders should start by answering a fundamental question: Why should we use AI in the first place?

This anchors AI adoption in a compelling business case, focusing on real value rather than novelty. Key questions to explore include:

Why do we want to use AI?
Where can AI generate value, and are those areas critical to our business?
How can AI help us achieve our strategic objectives?

The promise of value should articulate the outcomes AI can support - whether efficiency, enabling faster and better decision-making, enhancing employee experiences, or accelerating service delivery.

From Value to Opportunity: Identifying Where AI Can Make a Difference

Once the value is defined, it is translated into concrete opportunities. This involves identifying specific use cases where AI could make an impact. Start as wide as possible, building a comprehensive list of potential applications across your HR ecosystem.

Then, shift from possibilities to practicality. Evaluate each use case based on three key criteria:

Affordability : What is the cost of implementation?
V iability : Is it technically and operationally feasible?
Value realization : How well does it deliver on the promised outcomes?

This process turns a broad list into a strategic shortlist of viable, high-impact AI applications that align with your business priorities.

From Strategy to Execution: Turning Intent into Action

The final phase of the framework moves from planning to doing, focusing on enabling successful implementation. Execution is built on two pillars:

Governance, risk, and oversight structures: Strong governance ensures AI is deployed ethically, transparently, and responsibly. It builds trust with stakeholders and safeguards against unintended consequences.
An AI adoption roadmap: A phased roadmap translates strategy into action. It outlines the steps for implementation, supported by proper training, change management, and stakeholder engagement - ensuring adoption is sustainable and scalable.

This structured approach allows HR leaders to move beyond the hype toward a meaningful, business-aligned AI strategy.

Final Words

Being AI-ready isn’t just about knowing what the tools can do. It’s about learning how to use them to drive real value for HR professionals, the HR function, and the organization. The question is not whether AI will impact HR - it already has.

About the Authors

Dr. Marna van der Merwe

Dr. Marna van der Merwe is an Organizational Psychologist and leads the Thought Leadership and Insights Practice at the Academy to Innovate. She has over 15 years of experience in Human Resources, Employee Experience, Organizational Effectiveness, and Strategic Talent Management. She is a researcher, published author, and regular conference speaker on the future of work, the impact of AI on work, talent management, experience design, and the changing nature of careers.

Dr. Dieter Veldsman

Dr. Dieter Veldsman is the Chief HR Scientist at the Academy to Innovate HR and a Professor of Practice at the University of Johannesburg. He is an organizational psychologist with 17+ years of experience across the HR value chain and lifecycle, having worked for and consulted with various organizations in EMEA, APAC, and LATAM. He has held the positions of Group Chief People Officer, Organizational Effectiveness Executive, Director of Consulting Solutions, and Chief Research Scientist. He is a regular speaker on the topics of Strategic HR, Future of Work, AI in HR, Employee Experience and Organisational Development.

Creating a Greener Workplace: How HR Can Lead the Way on Earth Day

mperkovic@cphrab.ca (Marina Perkovic) — Thu, 10 Apr 2025 15:45:01 GMT

Every year on April 22nd, people around the world come together to celebrate Earth Day, a movement dedicated to raising environmental awareness and promoting sustainability.

For HR professionals, this day is a fantastic opportunity to inspire employees and encourage meaningful initiatives that contribute to a greener workplace. Making more sustainable choices benefits the planet and also strengthens a company’s culture of responsibility, innovation, and employee engagement. Creating a work environment that more employees want to be a part of.

Why Earth Day Matters in the Workplace

Sustainability isn’t just a short-lived trend found on social media. It’s an essential, conscious decision businesses need to consider and implement. Companies that integrate environmentally friendly habits reap larger benefits, including, but not limited to, higher employee satisfaction, enhanced brand reputation, and long-term cost savings. As environmental issues become a more prevalent topic for discussion and major deciding factor for the newer generations of employees, it is important that HR leverages the many resources available to implement sustainable practices as part of daily business operations.

How Can We Be More Sustainable at Work?

HR teams play a crucial role in driving sustainability efforts within an organization. Here are some practical ways to create an environmentally conscious workplace:

1. Reduce or Limit Paper Waste

With technology constantly evolving and changing, going paperless has never been easier. Digital solutions for documentation and file organization not only save on how much paper is used daily but also makes it easier for documents and files to be located. If printing is necessary, using recycled paper and printing documents to be double-sided can also make a significant impact of how much paper is used.

2. Encourage Energy Efficiency

Small changes in energy consumption can lead to a big impact. Encourage employees to turn off lights when leaving a room, unplug devices when not in use, and utilize energy-efficient LED lighting throughout the office. Installing motion-sensor lighting in common areas is another great way to reduce unnecessary energy usage.

3. Promote Sustainable Commuting Options

HR can support employees in making greener commuting choices by promoting carpooling programs, offering incentives for using public transportation, or providing remote work options where possible. Companies can also install bike racks and shower facilities to encourage employees to cycle to work.

4. Implement a Recycling Program

Providing clearly labeled recycling bins in common areas makes it easier for employees to dispose of waste responsibly. HR can also collaborate with office supply vendors to source sustainable materials, such as refillable pens, biodegradable office supplies, and recycled paper products.

5. Support Green Initiatives

Encouraging employees to get involved in sustainability efforts can have a lasting impact. HR can organize team volunteer activities, such as tree planting or local clean-up events, or even establish a ‘Green Team’ to drive sustainability projects within the workplace.

6. Foster a Culture of Sustainability

Sustainability shouldn’t be limited to a single day—it should be embedded into the company’s culture. HR can incorporate eco-friendly values into the company’s mission statement, provide sustainability training, and recognize employees who take active steps to support green initiatives.

Beyond Earth Day: What You Can Do

HR professionals have a unique opportunity to shape workplace culture and lead meaningful change. Earth Day is more than just a one-day event—it’s a reminder of the steps we can take year-round to create a more sustainable future. By championing eco-friendly initiatives and encouraging employees to adopt greener habits, organizations can make a lasting impact on both their people and the planet. Let’s use this Earth Day as a catalyst for long-term sustainability—one step at a time.

About the Author

Rheya is a volunteer with the CPHR Social Media Committee, a young professional passionate about HR and creativity. With a Diploma and Bachelor's in Business Administration from SAIT, Rheya brings experience in project management, SEO, and social media. When not working, Rheya enjoys crocheting, writing a first novel, and binge-watching Harry Potter movies.

The AI Playbook

mperkovic@cphrab.ca (Marina Perkovic) — Wed, 02 Apr 2025 15:00:03 GMT

Empower Your HR Practices!

* Visit your member portal to download our AI for HR Guide, and AI in the Workplace Policy Template

We are excited to introduce the AI for HR Guide, a comprehensive resource developed by CPHR BC & Yukon, designed to empower HR professionals with the skills and knowledge needed to excel in the modern workplace. The guide offers practical examples and samples that align with the CPHR competency framework. By integrating generative AI into your HR practices, you can enhance productivity, make data-driven decisions, and become a more dynamic and innovative HR leader.

This AI guide can be used alongside the CPHR Alberta AI in the Workplace Policy Template , helping to ensure that AI technologies are used responsibly and ethically within your organization.

So, how can you utilize these member-only resources?

Combining the AI Policy Template and the AI for HR Guide can create a comprehensive framework for your organization. Let’s break down three easy ways these two resources can be used together:

Establishing a Foundation with the AI Policy Template
The AI policy template sets the groundwork by:
Outlining Ethical Use : It ensures that all AI technologies are used responsibly and ethically within the organization.
Defining Responsibilities : It clearly states the responsibilities of AI users and the consequences of not adhering to these responsibilities.
Setting Guidelines : It provides guidelines for the appropriate use of AI to enhance productivity, efficiency, and decision-making while ensuring compliance with laws and protecting privacy and data security.
Enhancing HR Practices with the AI for HR Guide
The AI for HR guide builds on this foundation by:
Empowering HR Professionals : It equips HR professionals with the skills and knowledge to leverage generative AI effectively.
Aligning with Competency Frameworks : The guide's examples and prompts are aligned with the CPHR competency framework, ensuring ethical and effective application.
Boosting Productivity : By integrating AI into HR practices, it helps increase productivity and facilitates data-driven decision-making.
Fostering Innovation : It allows HR professionals to focus on more strategic and innovative tasks, making them more dynamic and responsive leaders.
Integrating Both Resources
Together, these resources can:
Create a Cohesive Strategy : The AI policy template provides the rules and guidelines, while the AI for HR guide offers practical applications and examples.
Ensure Compliance and Innovation : The policy ensures compliance with ethical standards and laws, while the guide encourages innovative use of AI in HR.
Support Continuous Improvement : Regularly updating both the policy and the guide can help the organization stay current with AI advancements and best practices.

By using these resources together, your organization can foster a responsible, efficient, and innovative environment for AI usage, particularly in HR. This integrated approach ensures that AI technologies are used to their fullest potential while maintaining ethical standards and compliance.

Visit your member portal to download our AI for HR Guide, and AI in the Workplace Policy Template .

Western Canada HR Students Compete at HRC West Case Competition 2025

mperkovic@cphrab.ca (Marina Perkovic) — Mon, 24 Mar 2025 16:57:22 GMT

On March 14 and 15, 2025, CPHR Alberta, along with our partners at CPHR BC & Yukon, brought together a record high of 20 teams of students from post-secondary business programs across Western Canada.

These students participated in a classroom learning competition dedicated to HR that merged theory with real-life simulations. The HRC West Case Competition two-day event provided post-secondary student teams with the opportunity to access a unique platform for the exchange of ideas with a comprehensive business case that explores a pressing HR challenge.

The competition hosting alternates between the two provinces, and is held at a sponsored school. With the first event held back in 2017. Bow Valley College hosted in 2023, and the 2024 competition was held at Camosun College, situated on the territories of the Ləkʷəŋən (Songhees and Kosapsum) and WSÁNEĆ peoples. This year, 2025, we brought it back to Alberta to host our record high of 20 teams at the University of Alberta.

“The Alberta School of Business was honored to co-host HRC West 2025 alongside CPHR Alberta, welcoming top HR students from across Alberta and British Columbia. This competition showcased the power of experiential learning, reinforcing our commitment to preparing future leaders who uplift each other through their knowledge, collaboration, and innovation,” says Vikas Mehrotra, Dean, Alberta School of Business, University of Alberta.    

Schools competing from Alberta included:

Bow Valley College, Calgary, Alberta
MacEwan University, Edmonton, Alberta
Mount Royal University, Calgary, Alberta
Medicine Hat College, Medicine Hat, Alberta
NorQuest College, Edmonton, Alberta
Northern Alberta Institute of Technology (NAIT), Edmonton, Alberta
Red Deer Polytechnic, Red Deer, Alberta
Southern Alberta Institute of Technology (SAIT), Calgary, Alberta
University of Alberta, Edmonton, Alberta
University of Lethbridge, Lethbridge, Alberta

Competitors from British Columbia included:

Ascenda School of Management, Vancouver, British Columbia
Camosun College, Victoria, British Columbia
College of New Caledonia, Prince George, British Columbia
Douglas College, New Westminster, British Columbia
Kwantlen Polytechnic University, Richmond, British Columbia
Okanagan College, Kelowna, British Columbia
Simon Fraser University, Burnaby, British Columbia
Thompson Rivers University, Kamloops, British Columbia
Trinity Western University, Langley, British Columbia
Vancouver Island University, Nanaimo, British Columbia

Friday night opened with a welcome dinner for all participants followed by networking amongst the student participants, team coaches, CPHR Alberta staff, and faculty from the University of Alberta.

"Investing in the future of our industry is important to our association, it helps us build a strong and vibrant HR community. This is why we have developed programs and networking opportunities, like the HRC West Case Competition, for our student members to help them thrive in a career in HR after graduation,” says CPHR Alberta CEO, Ioana Giurca.

Early Saturday, five pools of four teams competed in their first rounds of preparation and presentations. Students were provided a case written by a Chartered Professional in Human Resources (CPHR), and given three hours to study the case and prepare a presentation.

By Saturday afternoon, four teams progressed to the final round to present their ideas and strategies to our three esteemed CPHR designated judges.

Congratulations to all the teams that participated, and to the top four teams who were presented with cheques at the Student Awards Reception. The top four teams were:

In fourth place, Okanagan College; Dyra Pridham, Josh Smith, Marissa John, Rebecca Chin. Team name, Umbrella HR, coached by Nathanael Massey

In third place, Bow Valley College; Benjamin Velenzuela Celedon, Cheery Jane Oyog, Jilliane Blanchard, Maria Francis-Fairley. Team name, SparkMind Solutions, coached by Svetlana Miftahov-Rapoport.

In second place, University of Lethbridge; Chineye Rajafa, Deon Davidson, Mmesoma Ezebuala, Nicola Neave. Team name, Elevate Beyond Consulting, coached by Shawna Boyko.

The 2025 HRC West Case Competition winner, in first place, Camosun College; Dex Owen, Hillary Carr, Miracle Obimba, Roxy Hemlock. Team name, HRchitects, coached by Aidan Dumaisnil.

“We are incredibly proud of our team for placing first in this year’s HRC West case competition. It was a tough competition, with so many impressive teams showcasing their HR expertise and problem-solving skills. This experience is an invaluable opportunity for students to apply their knowledge in a real-world setting, gain confidence, and grow as future HR professionals. Congratulations to all the winning teams and participants for their hard work and outstanding performances!" says Aidan Dumaisnil, Faculty, Management and HR Leadership, Camosun College.

Thank you to our host school University of Alberta.

HRC West 2026 will be hosted in Richmond, British Columbia at Kwantlen Polytechnic University.

About CPHR Alberta

CPHR Alberta is the professional association dedicated to strengthening the human resources profession and upholding the highest standards of practice.

With over 6,000 members in major cities across Alberta, the Northwest Territories and Nunavut, CPHR Alberta is the fourth largest HR association in Canada.

CPHR Alberta is the exclusive registration body in Alberta for the Chartered Professionals in Human Resources (CPHR) designation, which is the professional standard in Canada. The CPHR demonstrates HR expertise, experience and ethical management of today’s human capital. CPHR Alberta is a provincial member of CPHR Canada.

For more information about the 2025 HRC West Case Competition contact: Cali Kleine, Post-Secondary Coordinator, CPHR Alberta at ckleine@cphrab.ca .

About CPHR BC &Yukon

CPHR BC & Yukon is a non-profit organization specializing in advancing professional people practices. Committed to providing leadership in HR excellence, CPHR BC & Yukon is the foremost professional association for HR practitioners throughout the province.

Founded in 1942, CPHR BC & Yukon is a democratic organization governed by a volunteer Board of Directors elected by the membership. As the largest HR association in Western Canada, CPHR BC & Yukon has grown to include close to 7,000 members encompassing CEOs, directors of HR, consultants, educators, students, HR generalists, and small-business owners.

The association is the sole BC grantor of the Chartered Professional in Human Resources (CPHR) designation and is responsible for upholding industry standards. In addition, as the largest HR association in Western Canada, CPHR BC & Yukon offers professional learning and networking opportunities including workshops, symposia, events, and an annual conference and showcase.

For more information on the 2026 HRC West Case Competition contact: Quinne Davey, Member Relations Manager, Lower Mainland, CPHR BC & Yukon at qdavey@cphrbc.ca .

An Update from your Board of Directors – March 2025

Fri, 21 Mar 2025 16:06:39 GMT

The Board of Directors met on March 15, 2025, and the Board’s key messages are as follows:

CPHR Alberta continues to advance the strategic priority to become a self-regulated association, supported by proposed amendments to Alberta's Professional Governance Act. This continues to be a priority for operations over the next year.

We encourage you to join us at the 2025 Annual General Meeting (AGM) on Friday, May 9, 2025, to hear more about self-regulation.
The Board approved the audited financial statements for the fiscal year ending December 31, 2024. Based on observations from the independent auditor, the association has effective reporting and control processes in place in addition to appropriate reserves for financial sustainability.

Audit financial statements will be available in the 2024 Annual Report, distributed to members alongside our AGM Notice of Meeting in April.
CPHR Alberta has launched an innovative new program for senior HR leaders working in executive-level roles, speaking to how the association is elevating the reputation of CPHR's and provided targeted professional development for HR professionals working at all levels in organizations.

CPHRs can apply for the Executive Program by completing our application here.
CPHR Alberta has aligned with CPHR Canada to approve mutual recognition with the Chartered Institute of Professional Management (CIPM) Nigeria and CIPM Sri Lanka.

Learn more about the MRA here.

The next Board meeting takes place in June 2025, 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!

Fostering Neurodiversity in the Workplace

mperkovic@cphrab.ca (Marina Perkovic) — Thu, 20 Mar 2025 16:42:53 GMT

Why is Embracing Neurodiversity in the Workplace Essential?

Innovation and creativity start when we bring together different perspectives. Diversity, however, is not just about race, gender, or background - it encompasses the diversity of our minds. As we celebrate Neurodiversity Week, it is an excellent time to reflect on how embracing neurodiversity in the workplace is not just a positive concept but a transformative approach.

What is Neurodiversity?

Neurodiversity acknowledges that neurological differences, such as autism, ADHD, dyslexia, dyspraxia, Tourette syndrome, and others, are natural variations in how our brains function. These variations bring unique strengths and abilities.

How to Build a Neurodiverse-Friendly Workplace?

Creating a welcoming workplace for neurodivergent employees isn't just about recruiting them—it's about making them feel appreciated, supported, and feel comfortable to be themselves.

How can we create an inclusive workplace?

1. Cultivate Awareness and Understanding

One of the biggest barriers that neurodivergent individuals have is misunderstanding. Ongoing education for employees and managers about neurodiversity is crucial to reduce bias and foster a culture of empathy and acceptance. Awareness goes a long way toward making someone understand and support them.

2. Provide Opportunities for Career Development

Provide training and development programs, as well as providing mentorship and coaching to empower neurodiverse employees reach their full potential for promotion and advancement.

3. Offer Flexibility and Support

Implement flexible work arrangements, including remote work and adjusted hours, to accommodate varying energy and concentration levels.
Ensure clear and consistent communication.
Provide options for how information is consumed and processed.

The Benefits of Neurodiversity:
Individuals with autism may have strengths in pattern recognition and detail orientation. Individuals with ADHD may thrive in dynamic environments and excel at creative problem-solving. When organizations value these diverse abilities, they unlock innovation, fresh perspectives, and a competitive advantage.

Embracing neurodiversity is not only ethically sound but also strategically advantageous:

Enhanced Innovation: Diverse cognitive styles lead to groundbreaking ideas.
Improved Problem-Solving: Varied perspectives yield robust solutions.
Increased Productivity: When employees feel supported and included, they perform optimally.

HR Leaders, It's Time to Take the Lead

HR professionals have a critical role in influencing workplace culture. By making neurodiversity a priority, HR departments can create spaces where all employees can thrive.

During Neurodiversity Week, let's move beyond awareness and take action. Let's build workplaces where every individual is valued, where diversity is a strength, and where innovation is paramount. Let's create a more inclusive and equitable future.

References:
https://www.cultureamp.com/blog/neurodiversity-in-the-workplace
https://www.cultureally.com/blog/understanding-neurodiversity-in-the-workplace

This blog was written by Zahra Aghababaei, a member of the Social Media Committee at CPHR Alberta.

Embracing Change and Driving HR Forward

mperkovic@cphrab.ca (Marina Perkovic) — Thu, 13 Mar 2025 19:46:18 GMT

Lessons from DisruptHR YEG 12.0

Author: Amanda Tam

A disruption is a major disturbance that interrupts an activity, event or process. But what does being an HR Disruptor mean? It isn’t only about using new tools but rather challenging norms and traditional ways of doing things to promote new ways of thinking to redefine the workplace.

What is DisruptHR?

Disrupt HR is an information exchange showcase designed to re-ignite thoughts and empower people in the HR field. A series of 12-15 speakers have 5 minutes each with 20 PowerPoint slides that rotate every 15 seconds. What’s the intention, you ask? Simply to promote a new way of thinking across multiple HR functions.

Sharing My Disruptive Learnings

I had the opportunity last year to attend DisruptHR YEG 12.0 in Edmonton, hosted by the HR Disrupt YEG team. A lineup of thought-promoting speakers, the chance to connect with other like-minded HR professionals and food - what better evening could I experience? (They even updated us with the scoreboard during the Oilers' glorious playoff run.)

Disrupt 12.0 left me with a lasting impression of new insights that I can use to influence both my personal & professional life (and, of course, as an HR professional):

Work-life integration > work-life balance: Allow space for both work and your personal life so that you can feel fulfillment in both. Higher personal and professional productivity will lead to higher satisfaction. Make sure you celebrate your own wins!
Imposter Syndrome: Many of us still experience self-doubt even in areas that we're excelling at. Even the people that we hold in a high regard experience it. Learn to confront some of these deeply ingrained beliefs about ourselves.
The future: The pandemic and Gen Z's have truly questioned the way that things have 'always' been done in the workplace. Contrary to belief, they're not holding us back but pushing us forward!

Potential HR Disruption - What can you do?:

Embrace and utilize AI: Many fear that human-centric functions are going to be replaced by technology and artificial intelligence (AI). But let's disrupt these fearful thoughts and re-define the narrative that AI can instead automate, streamline and increase efficiencies to free up time spent on monotonous tasks so we can better focus on our strengths, creativity and innovation.

Championing Diversity & Inclusion: Historically, many individuals have experienced discrimination because of their backgrounds, identities, disabilities, lived experiences or other characteristics. How can you acknowledge that systematic barriers, biases and stigmas still continue to exist? Diversity, equity, equality and inclusion aren't just words on paper but we should continue to have discussions on actions that we can take to incorporate multiple perspectives to ensure that people have equal access and opportunity.

Redefining Performance Management: Feedback shouldn’t only be provided annually in order to dictate a salary raise. Rather, continuous feedback, learning, recognition and engagement are all essential key factors in performance management. Hold people accountable in improving, growing and developing their skills or meeting their goals.

DisruptHR reminds us that HR is about constant evolution. We're challenged to think differently and embrace new ideas. If you're ready to join the conversation, CPHR Alberta is excited to host DisruptHR YYC 12.0 in Calgary on April 15, 2025. And for those in Edmonton, tickets for DisruptHR YEG 13.0 go on sale March 19th, with the event on May 21, 2025. We hope to see you there, ready to disrupt!

This blog was written by Amanda Tam, a member of the Social Media Committee at CPHR Alberta.

Empowering Women in the Workforce

mperkovic@cphrab.ca (Marina Perkovic) — Wed, 19 Feb 2025 17:45:36 GMT

Reflections and Actions for International Women's Day

Authored by: Chelsea Grossi & The Edmonton Chapter Committee

International Women’s Day (IWD) highlights the immense contributions of women to workplaces and communities. This year’s theme, Embrace Equity, calls us to celebrate progress and commit to building equitable workplaces, a mission that could not be completed without HR professionals.

It would be wrong to jump forward on how we can embrace equity without first acknowledging the impacts on how the pandemic disproportionately impacted women and reshaped Canada’s workforce. Women faced higher employment losses, particularly in retail, hospitality, and healthcare, alongside increased caregiving responsibilities, leading to career disruptions and mental health challenges (Statistics Canada, 2022). While women’s labour force participation has rebounded to record highs (RBC Economics, 2023), barriers like wage gaps, underrepresentation in leadership, and the need for flexibility persist.

Additionally, we cannot ignore that women’s experiences are not universal. Women of colour, Indigenous women, and immigrant women often face compounded barriers. They are more likely to be in precarious jobs and earn less than non-racialized women and men (CCPA, 2023). HR strategies must address these inequities through anti-racism training, targeted mentorship programs, and inclusive policies/practices.

As HR Professionals there are ways we can look to support and drive equity across our organizations to empower women to have greater involvement in the workplace:

Flexible Work Options : Flexible arrangements, like remote/hybrid models and job sharing, help balance career and caregiving roles. Organizations offering these options see higher retention and improved well-being (Deloitte, 2022).
Pay Equity : Reviewing and auditing wages, and engaging in transparent compensation practices are essential. Addressing disparities for systematically excluded individuals and developing policies and procedures that account for potential bias.
Leadership Development & Inclusive Cultures : Mentorship and sponsorship programs help women advance to leadership roles. Look to develop inclusive programs that consider the unique challenges faced by systematically excluded individuals and groups are especially impactful. Employee Resource Groups (ERG), can often be advantageous for groups to connect, develop a sense of belonging and support within the organization.
Mental Health Support : Providing resources for physical and mental health assistance, creating reintegration programs for women returning after extended absences such as caregiving, and offering culturally competent mental health care ensures that staff feel supported.

Organizations can drive equity by embedding anti-racism training, fostering targeted mentorship programs, and implementing inclusive policies to address systemic biases and support diverse career advancement. These efforts align with strategic goals to create a culturally aware and equitable workplace. Collectively, they empower women and marginalized groups to thrive.

As we look to Embrace Equity and support women, it’s important to note that equity has many advantages for an organization and its employees. Diverse organizations outperform peers in profitability, innovation, and employee satisfaction. Companies in the top quartile for gender diversity are 25% more likely to achieve above-average profitability (McKinsey, 2022). Supporting women brings broader perspectives, better decision-making, and stronger financial performance, contributing to societal progress and economic resilience.

This International Women’s Day, let’s celebrate women’s achievements and reaffirm our commitment to creating workplaces where equity is the foundation for success.

Sources:

Canadian Centre for Policy Alternatives (CCPA). (2023). Inequality in Canada: The Wage Gap for Women of Colour.

Conference Board of Canada. (2023). Gender Wage Gap in Canada: Key Statistics.

Deloitte. (2022). Women @ Work: A Global Outlook.

McKinsey & Company. (2022). Diversity Wins: How Inclusion Matters.

RBC Economics. (2023). Canadian Labour Market Insights.

Statistics Canada. (2022). COVID-19 and the Labour Market: Impacts on Women.

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.

Standing Up to Bullying

mperkovic@cphrab.ca (Marina Perkovic) — Tue, 18 Feb 2025 22:11:05 GMT

Every workplace should be a place where employees feel safe, respected, and valued.

Unfortunately, bullying- whether subtle or more distinguishable- can still be an issue for organizations to manage. Pink Shirt Day, which is acknowledged on the last Wednesday of February every year, is a strong reminder that we all play a role in creating inclusive and supportive workplaces.

What is Pink Shirt Day?

Pink Shirt Day began in 2007 when a group of high-school friends in Nova Scotia, Canada organized a protest to wear pink in solidarity with a Grade 9 boy who was bullied for wearing a pink shirt. These students took a stand against bullying by distributing pink T-shirts to all the boys in their school. Awareness of this movement quickly spread, gaining national and international attention. Today, Pink Shirt Day represents the importance of kindness, respect, and standing up against bullying in schools, workplaces, and in the community.

The Impact of Workplace Bullying

Bullying comes in various forms-verbal abuse, exclusion, intimidation, or even microaggression. If left unaddressed, can increase stress, reduce workplace productivity, and higher employee turnover. In a study done by the Workplace Bullying Institute, 37% of employees have experienced bullying, with 57% of the targets being women. This greatly emphasizes the need for HR professionals to be proactive in preventing and addressing workplace harassment.

HR’s Role in Preventing Workplace Bullying

As HR professionals, we are responsible for creating policies and, nurturing positive workplace culture, and immediately addressing concerns of bullying and harassment to avoid it from getting out of hand. Here are some key methods HR can help create a respectful, and inclusive workplace.

Establish Clear Anti-Bullying Policies
Every organization should have clear, well-defined policies on what is considered bullying, how to report it, and the consequences for inappropriate behaviour. Employees should feel assured that their concerns will be taken seriously and that there are methods for confidential reporting.
Lead by Example
HR professionals and management teams must demonstrate respectful and inclusive behaviour in the workplace. When employees see leaders promoting values of kindness and inclusivity, there’s a greater likelihood that they adopt the same values in their daily interactions.
Training and Education
Workshops and training sessions on workplace bullying, recognizing the signs, conflict resolution, and bystander intervention can also be greatly effective. Educating employees on what bullying looks like, how to report it, and methods to support colleagues that may be affected is important.
How to Get Involved in Pink Shirt Day
HR teams can use this day as an opportunity to promote workplace kindness and reinforce current anti-bullying policies. Below, are some ways any organization can participate:

Encourage Employees to wear Pink: As the name of Pink Shirt Day implies, wearing pink is an easy yet powerful way to take a stand in solidarity, and initiate conversations about workplace bullying
Kindness Initiatives: Encourage employees to do small acts of kindness throughout the day, like writing positive notes to colleagues
Share Educational Resources: Share articles, videos, or statements about the impact of workplace bullying, as well as how to prevent it

Final Thoughts

Pink Shirt Day is not just a symbolic event-it’s a message. To take a stand against bullying and promote kindness. HR professionals play a significant role in this, by shaping a positive workplace culture, and by nurturing inclusivity organizations can foster a workplace environment where employees feel safe, empowered, and respected. We can use this as an opportunity to take a stand against bullying, and create a culture based on kindness beyond Pink Shirt Day.

“About Pink Shirt Day.” Pink Shirt Day , www.pinkshirtday.ca/about. Accessed 7 Feb. 2025.

“What Are the Financial Impacts of Workplace Bullying.” Canada Safety Training Center , www.canadasafetytraining.com/Safety_Blog/financial-impacts-of-workplace-bullying.aspx. Accessed 7 Feb. 2025 .

This blog was written by Rheya Patel, a member of the Social Media Committee at CPHR Alberta.

LinkedIn URL: www.linkedin.com/in/rheya-patel

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.

Addressing Gender-Based Violence in Workplaces: Lessons from the Moose Hide Campaign

mperkovic@cphrab.ca (Marina Perkovic) — Tue, 11 Feb 2025 18:16:00 GMT

Gender-based violence remains a serious and ongoing crisis in Canada, affecting families, workplaces, and communities.

Research shows that:

More than 2 million women in Canada have experienced intimate partner violence in their lifetime.
One in three women, girls, and gender-diverse people will face gender-based violence.
Indigenous women are three times more likely to experience violence than non-Indigenous women.

(Source: Moose Hide Campaign)

While gender-based violence is often viewed as a personal or community issue, it also has profound effects on the workplace. Employees experiencing violence may struggle with absenteeism, reduced productivity, and mental health challenges, while organizations face increased turnover, legal risks, and safety concerns. For HR professionals, addressing this issue is not just about compliance—it’s about fostering a workplace culture of safety and accountability.

The Moose Hide Campaign: A Workplace Conversation Starter

One initiative that has gained national attention is the Moose Hide Campaign, a movement dedicated to raising awareness about gender-based violence and reconciliation.

The campaign began in 2011 when Paul Lacerte and his daughter Raven, from the Carrier First Nation, set out to create a symbolic yet impactful way to engage men and boys in violence prevention. The small moose hide pin, worn on clothing, represents a commitment to standing up against gender-based violence and fostering safer communities.

Since first beginning, the campaign has expanded beyond individuals and into workplaces, schools, and government agencies, sparking discussions about violence prevention, reconciliation, and the role of men in advocating for change. Each year, Moose Hide Campaign Day brings together thousands across Canada for educational events, fasting, and reflection.

Gender-Based Violence Prevention is Reconciliation

Addressing gender-based violence is also an essential part of reconciliation. The Truth and Reconciliation Commission (TRC) Calls to Action and the National Inquiry into Missing and Murdered Indigenous Women and Girls (MMIWG) Final Report emphasize the need for action on violence prevention and Indigenous-led solutions.

HR professionals working on reconciliation initiatives in their organizations should recognize that gender-based violence disproportionately impacts Indigenous women, girls, and gender-diverse people. By acknowledging this reality and integrating education, awareness, and policy change, workplaces can actively contribute to reconciliation efforts while ensuring safer environments for all employees.

What Can HR Professionals Learn from the Moose Hide Campaign?

While the Moose Hide Campaign itself is not a workplace policy, it serves as a model for how organizations can approach gender-based violence awareness in professional settings. HR leaders can take inspiration from its framework to develop their own violence prevention strategies.

Integrate Awareness into Workplace Culture

Provide training sessions that explore the realities of gender-based violence.
Create safe spaces for discussions about workplace harassment, safety, and inclusion.
Recognize the intersection of gender-based violence and mental health, ensuring employees have access to confidential support resources.
Strengthen Policies on Workplace Violence & Harassment
Regularly review anti-harassment and anti-violence policies to ensure they reflect inclusive and trauma-informed approaches.
Implement clear reporting mechanisms that protect confidentiality and prevent retaliation.
Consider adding domestic violence leave provisions, allowing employees experiencing violence to seek support without financial or job security concerns.
Encourage Leadership to Take a Stand

Workplace leaders play a key role in shifting culture—when executives and managers openly discuss gender-based violence prevention, it sets a powerful precedent.

Public commitments, internal awareness campaigns, or partnerships with external organizations can reinforce an organization’s values of safety and accountability.

A National Movement with Local Impact

While violence prevention strategies will look different in every workplace, the Moose Hide Campaign highlights the importance of engagement, education, and allyship. For HR professionals, it serves as a reminder that addressing gender-based violence is not just a social responsibility—it’s a workplace responsibility.

As organizations across Canada continue their diversity, equity, and inclusion (DEI) efforts, integrating violence prevention into workplace policies will ensure employees feel safe, supported, and heard.

How is your workplace fostering conversations around gender-based violence prevention?

For more information about gender-based violence awareness efforts, visit moosehidecampaign.ca.

Author : Chelsea Taylor

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.

How to Choose the Best Benefits to Offer Your Team

mperkovic@cphrab.ca (Marina Perkovic) — Thu, 30 Jan 2025 17:50:57 GMT

Choosing the right benefits for your team is a critical decision that can have a lasting impact on your business. A well-considered benefits program can signal to your team that you value them and are invested in their well-being. Let’s look at how to evaluate your team’s needs, the criteria for selecting the best benefits, and tips for maintaining an effective benefits program for the long haul.

Understanding Your Team’s Needs and Preferences

Before you start creating or updating a benefits package, the most effective step is to simply ask your employees what they want. Each employee will have unique needs, and a one-size-fits-all approach may not be the most effective. Consider these benefits:

Paid Time Off (PTO): This includes vacation days, personal leave, and holidays. Employees value flexibility, and a generous PTO policy can enhance job satisfaction.
Volunteer Days: Allowing employees to give back to the community during work hours can boost morale and show commitment to social responsibility.
Health Insurance: A solid health insurance plan is often the cornerstone of any benefits package, covering medical, dental, and vision care.
Retirement Plans: A company-sponsored retirement plan, especially with a matching contribution, is a strong incentive for long-term financial security.
Life Insurance: Provides peace of mind to employees by offering financial support to their dependents in the event of their passing.
Short- & Long-Term Disability: These benefits offer income protection in case of illness or injury, ensuring employees are supported even when they can’t work.
Educational Reimbursement: Supporting ongoing learning can encourage professional development and foster a culture of growth within your company.
Profit Sharing: When employees share in the company’s success, it can increase loyalty and motivate them to contribute to the company’s profitability.
Longer-Term Opportunities for Temp Workers: Providing top-notch temporary employees with the chance to secure longer contracts or full-time roles. This approach can encourage them to stick around and help minimize turnover .

A practical approach is to create a list of potential benefits and then survey your team to rank them as high, medium, or low priority. This method gives you a clear picture of which benefits are most valued, helping you serve your employees more effectively.

Aligning Benefits With Your Company Culture and Values

Benefits are more than just a perk — they’re a direct reflection of your company’s culture and values. Tangible benefits that align with your values can show your employees that your actions match your words. This can also act as a strong tool for employee retention. Over a third of Canadian employers said that the competitiveness of their health benefits plan is always a concern for them. This means employers understand that providing a comprehensive health benefits plan for employees helps position them as an employer of choice for new and existing team members.

Top Tips for Maintaining an Effective Employee Benefits Program

Creating a benefits package is just the first step; maintaining its effectiveness requires ongoing attention. Follow these tips to ensure your benefits program continues to meet the needs of your team:

1. Stay in Communication With Your Team

Maintain an open line of communication with your em ployees regarding the benefits package. Conduct periodic surveys to gauge satisfaction with the current offerings and to identify emerging needs or preferences. Listening to feedback allows you to make adjustments as needed, showing that you are responsive to your team’s evolving expectations.

2. Engage With Benefits Providers

Involve your point of contact from the benefits providers. Invite them to meet with your team to explain the details of each benefit, including any recent updates or changes. This helps ensure that employees fully understand what’s available to them and how to take full advantage of their benefits.

3. Document and Communicate Your Offerings

Make sure to document your benefits package in detail and distribute this information to your team. A recent survey found that only half of Canadian employees understand their health benefits plan well. A clear, accessible document helps avoid misunderstandings and ensures that everyone is aware of the full range of benefits.

4. Highlight Benefits as Part of Total Compensation

Ensure employees understand that benefits are an integral part of their overall compensation. While salary is important, a comprehensive benefits package can provide value that extends far beyond a paycheck. Educating your team on the financial and personal value of their benefits can enhance appreciation and engagement.

Ultimately, offering a well-rounded and thoughtful benefits package is not just a perk — it’s a necessity. Employees increasingly view benefits as a core part of their total compensation, and a robust package can be a powerful tool for attracting, retaining, and engaging top talent. Investing in benefits is, ultimately, an investment in the success and sustainability of your business.

Author Bio

Dean Mathews is the founder and CEO of OnTheClock, an employee time tracking app that helps over 18,000 companies all around the world track time.

Dean has over 20 years of experience designing and developing business apps. He views software development as a form of art. If the artist creates a masterpiece, many people’s lives are touched and changed for the better.

When he is not perfecting time tracking, Dean enjoys expanding his faith, spending time with family and friends, and finding ways to make the world just a little better. You can connect with him on Linkedin .

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.

Getting Lost in the Momentum of Mentorship

mperkovic@cphrab.ca (Marina Perkovic) — Fri, 17 Jan 2025 16:00:02 GMT

Tips for Building Authentic Connections and Meaningful Relationships Through Community

Did you know?

January 17, 2025 is International Mentoring Day!

In celebration of International Mentoring Day, let's head the words of John F. Kennedy,

"We must find the time to stop and thank those the people who make a difference in our lives."

On this momentous day, we implore you to take time to connect with someone who has made a significant difference in your life, whether that is a Mentor, Peer, or Protégé. It is through the practice of gratitude we nurture lasting relationships with those who take time to build community.

One of the gifts of “Mentorship” includes the opportunity to empower others and to be a part of someone’s career journey. Being part of a Mentorship relationship, supports and benefits all involved while creating shared learning experiences.

Having a Mentor, Peer, or Protégé supports building community which is critical to support professional development where individuals feel they can connect and share without judgement and in confidence their struggles, discuss approaches, considerations, and options, to develop a strategy to move forward.

It is through the identification of goals, that we can openly explore the possibilities of pathways to be taken to help move closer to goal achievement. Each step forward is evidence of incremental progress and with gentle nudges can sustain momentum. Mentoring relationships, support accountability through discussion and agreement to initial goal identification, actionable steps to achieve goals, monitoring of goal progress, and the celebration of goal achievement.

For this to occur, a foundation of trust and a belief that the intention behind received feedback is based on a desire to support someone in achieving a goal, such as enhancing a skill, or ability to deliver difficult feedback, as an example.

Based on personal experience and learnings, it is recommended as you build the foundation of your Mentorship Relationship, to take time to establish:

Shared Commitment to Purpose:

Commitment to open and transparent dialogue without judgement.
Commitment to psychological safety to be able to express needs and clarify expectations, and personal and professional boundaries.
Understanding of goals, expectations, communication needs and preferences, how to address differences
Willingness to empathetically and actively listen through the lens of curiosity.

Shared Experience, Learning, and Sponsorship Considerations:

Review and Feedback of Resume and/or Mock Interview Practice
Discussion of academic courses, role-plays, resume review, mock-interviews.
Attending CPHR Alberta and other events together and post-session debrief about learnings.
Participation in LinkedIN Learning, Coursera, or other course(s) to support shared skill development.
Listening to podcasts, reading blogs/book with shared learning discussions.
Supporting introductions and connections for special projects or volunteer opportunities.

The strongest relationships measure their progress to goal achievement, celebrate progress, and ‘make it safe’ to be vulnerable to readjust goals and priorities while being open about limitations and mistakes.

This includes exploring the difference behind being kind versus being nice. As highlighted by Whitener’s Council post: Why you should learn to differentiate between nice and kind, Being nice is nearly always superficial, perfunctory or, viewed most cynically, manipulative, while being kind is authentic, meaningful and empowering.

Prior to delivering feedback, press “pause” and reflect on verbal and non verbal communication including: choice of language, tone, inflection, and body language and setting.

Mentors play a significant role in supporting others in the development of confidence in one's abilities and professional judgement. This can be done through the challenging of perspectives to create opportunities for different lenses to be represented. This allows individuals to draw their own conclusion on a topic through an openness to ‘learn and unlearn’.

The “Gifts of Mentorship” align with a commitment to life-long learning, and spark motivation to consider, “What is my/our next opportunity for growth? Mentoring Relationships enrich our personal lives through intentionality and empathetic listening, this supports connection and empowerment.

Today, we express gratitude for those who have listened, supported, and built community through the connection of Mentorship.

Happy Mentoring!

Author : Amanda Van Haaften, CTMP, CPHR, SHRM-SCP, IPMA-ACP, MER, B.Com

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.

The Power of Mentorship: Celebrating International Mentoring Day

mperkovic@cphrab.ca (Marina Perkovic) — Thu, 16 Jan 2025 16:51:36 GMT

Mentorship is an invaluable relationship that holds the power to transform lives, shape careers, and foster growth in ways that other professional relationships simply cannot. On International Mentoring Day, we take a moment to celebrate the incredible impact of mentorship and reflect on how it shapes both individuals and organizations.

Having had the privilege of being both a mentor and a mentee throughout my career, I’ve seen firsthand the profound influence that mentorship can have—on both sides of the equation. Whether in the context of young professionals navigating early career decisions or experienced leaders refining their approach, mentorship creates the space for growth, learning, and connection.

My Journey with Mentorship

Throughout my career, I've been fortunate to have had mentors who guided me through pivotal moments, from transitioning to a new industry to refining my leadership approach. One of my most impactful experiences was with a mentor during my early years as an environmental analyst. He helped me navigate the complex political landscape in my role, offering advice not just on technical matters but also on how to manage relationships and influence key stakeholders. His support went beyond the job—he encouraged me to recognize my potential and build resilience, two aspects I continue to carry with me.

I’ve also learned just as much by being a mentor myself. Mentoring young professionals, especially those navigating career transitions, has been a rewarding experience that has shaped my perspective as a leader. There’s something uniquely fulfilling about helping someone recognize their strengths, develop their skills, and ultimately, find their own path to success. I’ve witnessed firsthand how one small piece of guidance can ignite a spark, helping someone see their potential in a whole new light.

The Ripple Effect of Mentorship

What’s even more powerful than the impact on an individual is the ripple effect mentorship creates. It’s a cycle of giving back—each person who benefits from mentorship often goes on to mentor others, passing on the knowledge, skills, and wisdom they’ve received. This shared journey creates a network of support that elevates entire communities and organizations.

I’ve seen this firsthand in the young professionals I’ve mentored over the years. Many of them, after gaining confidence and clarity in their careers, have become mentors themselves, supporting the next wave of talent in their own industries. This cycle ensures that mentorship continues to make an impact, allowing for the continuous growth of leadership at every level.

The Benefits of Mentorship

Mentorship offers numerous benefits that extend beyond career development. For those just starting their careers or considering a shift, it provides guidance in areas that may feel uncertain, helping mentees build confidence and gain clarity on their goals. I’ve witnessed how a mentee’s confidence can grow exponentially when they have someone to help navigate the complexities of their professional journey. Additionally, a good mentor opens doors, whether through career advice or connecting mentees with key networks. My own mentors helped me understand the importance of networking and positioning myself for leadership opportunities, insights that have been invaluable as I’ve advanced into

coaching and leadership roles. Mentorship also fosters personal growth and resilience, teaching mentees how to overcome setbacks and remain grounded in their values. One of my most influential mentors instilled in me the importance of learning from failure, a lesson that continues to guide me as I help others navigate transitions in their professional lives. Finally, mentorship provides emotional support, especially during times of uncertainty. Whether it’s dealing with a career dilemma or navigating personal growth, a mentor offers the reassurance and guidance needed to make tough decisions and emerge stronger on the other side.

How to Get Involved in Mentorship

Mentorship is a powerful tool for growth, and everyone can benefit from participating in this dynamic relationship. Whether you're seeking guidance or are ready to offer it, mentorship can be a life-changing experience.

If You’re Seeking a Mentor: Look for someone who has experience in the areas where you're looking to grow, and don’t hesitate to ask for their guidance. Be open to feedback and show your commitment to the process.
If You’re Ready to Become a Mentor: Consider how your experiences and lessons learned could benefit others. Often, we don’t realize the value of our own knowledge until we begin sharing it with someone else. Be patient and present, offering guidance, support, and encouragement.
Join Mentorship Programs: Many organizations, such as CPHR Alberta, offer mentorship programs, making it easy to connect with potential mentors or mentees. Engaging in these programs is an excellent way to formalize your mentorship journey.

Call to Action

On International Mentoring Day , let’s take a moment to celebrate the impact of mentorship—both the mentors who share their wisdom and the mentees who step forward to grow. Whether you’re a mentor, a mentee, or both, mentorship is an essential component of personal and professional growth that creates lasting positive change.

As someone who has experienced the value of mentorship firsthand, I encourage everyone to consider how they can either seek mentorship or offer their own guidance to others. Mentorship has the power to unlock potential, build resilience, and foster a culture of growth and learning that benefits not just individuals, but entire communities.

Author : Dr. Kanwaljit Kaur

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.

Showing up in Mentorship Relationships

mperkovic@cphrab.ca (Marina Perkovic) — Wed, 08 Jan 2025 16:22:28 GMT

I first joined the mentorship program after moving to Alberta, with 1 year of HR experience under my belt. I was about to join a small, family run business as an HR department of 1. I felt nervous and filled with imposter syndrome when I came across the CPHR Mentorship program.

My mentor helped me build and develop the skills and confidence to master that role because we built and strengthened our relationship over time. 

Fast forward 8 years and I finally felt in a place ready to give back to the community that has given so much to me, I signed up to be a mentor. I was enthusiastic about the opportunity to share and impart my wisdom and learned experiences with someone else. It felt important to me, but unfortunately, my first formal foray into mentorship was not what I expected.  My protege lacked drive and initiative, they were disengaged and failed to prioritize the relationship, and there were times there was no communication at all. 

Being in a successful and gratifying mentorship relationship is something that takes dedication. It does not occur by happenstance, rather commitment from both parties. The output is only ever as good as the input, before we commit to a mentorship relationship, whether as a protege or mentor, it is imperative that we set a foundation. In the same way we have expectations of our colleagues or bosses in the workplace, we need to have transparency to understand what each party hopes to obtain out of the relationship, what is their goal. 

So how do we create and build strong mentoring relationships? 

Communicate, be honest & transparent. This should come as no surprise, but the foundation of any good relationship is communicating, and doing so openly. When you initiate your mentorship, in your first meeting you should discuss how you want to communicate (be that text message, email, phone call), how frequently you intend on communicating and meeting, will you meet in person, or virtually? If something isn’t working, or you have an emergency that arises, it should go without saying that you need to actively communicate that with the other person. 
(It’s important to note that within the CPHR Alberta Mentorship Guidelines, it is the responsibility of the Mentee to initiate and take the lead with setting up meetings and communication. )
Do your homework.  Come prepared to your meetings, time is precious and each person is taking time out of their day to participate. To ensure you get the most out of the relationship, provide your mentor with questions or problems ahead of your meeting so they have an opportunity to prepare. Most meetings you attend at work have an agenda assigned beforehand, your mentorship should be no different, at least in the beginning.
Be respectful. Everyone gets it, life can happen, sometimes we can no longer meet our commitment, our schedule changes, however just as you would in the workplace or meeting a friend for coffee, if you won’t be attending, you need to actively communicate and let the other person know. 
Recognize privilege. This year CPHR Alberta had 113 applicants sign up to be a protege, and only 87 number of individuals to be mentors. This meant in the most recent cycle 23 % of individuals went unmatched. It’s important to realize that being part of a mentorship program is a privilege, we need to make sure we are respecting people's time, and if we aren’t valuing the experience, then we should afford others the opportunity who really do want to be there.

While my first time as a mentor may not have gone as planned, I’m still eager to get back out there and share my expertise with otherwise. One negative experience, shouldn’t keep others from benefiting from the CPHR Mentorship program. 

Have a mentorship story you’d like to share? Interested in participating and learning more about the CPHR Mentorship?

 Please reach out to Lynda Bergeron at lbergeron@cphrab.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.

To my dearest Mentor, Amy

mperkovic@cphrab.ca (Marina Perkovic) — Thu, 02 Jan 2025 17:04:45 GMT

Being a protégé of Amy has been one of the most transformative experiences of my professional journey.

From the very first meeting, Amy’s warmth, wisdom, and unwavering support turned my uncertainties into confidence. Coming from an engineering background and stepping into the world of human resources in Canada felt daunting, but Amy’s guidance made this transition possible and truly rewarding.

She witnessed every step of my journey, from seeking my first HR role with hope and uncertainty to the unforgettable moment when I secured a position in the field I now deeply love. Amy’s ability to combine her professionalism with genuine care created a mentorship space where I felt valued, supported, and empowered to ask questions, learn, and grow.

Her encouragement and belief in me were pivotal in shaping my path, and every session with her became a source of inspiration and excitement. Amy, you are more than a mentor—you are a role model, an inspiration, and a key part of my success story.

Thank you, CPHR Alberta, for this incredible mentorship program, which transforms lives and creates opportunities for growth and connection. This program is more than guidance—it’s a symbol of hope and inclusion, empowering us to bring the best of our skills, experiences, and perspectives to build a brighter future in HR.

Author : Rina Alvarado

The CPHR Alberta Mentorship Program is open for applications until January 13, 2025.

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.

Chair, Board of Directors, Year-End Message 2024

mperkovic@cphrab.ca (Marina Perkovic) — Fri, 20 Dec 2024 16:15:01 GMT

As we close out 2024, I am proud to reflect on the meaningful progress CPHR Alberta has made this year. Together, we have strengthened the value of the CPHR designation, expanded professional development opportunities, and fostered stronger partnerships with government, post-secondary institutions, and business leaders.

These accomplishments have positioned HR as a vital driver of organizational success, equipping our members with the tools and resources to thrive in an ever-evolving workplace. Guided by our 2020 strategic plan, the Board has remained dedicated to ensuring CPHR Alberta is innovative, inclusive, and sustainable.

To continue building on this momentum, we are seeking two Chartered Members and up to two Public Members to join our Board. Candidates should have prior Governance Board experience and bring expertise in areas such as strategic business leadership, financial management, legal expertise, or Diversity, Equity, and Accessibility (particularly with an Indigenous lens). These qualifications will ensure the Board provides the insight and vision necessary to guide CPHR Alberta into the future.

If you, or someone you know, meet these requirements and are passionate about contributing to the success of CPHR Alberta, we encourage you to apply or share this opportunity.

Applications close January 6, 2025.

Chartered Members: Apply through your member portal.
Public Members: Contact Heather McMaster at hmcmaster@cphrab.ca for application details.

As the holiday season approaches, I hope you take the time to rest, recharge, and celebrate your accomplishments. Thank you for your unwavering dedication to advancing the HR profession. Together, I am confident we will achieve even greater success in 2025.

Warm regards,

Geordie MacPherson, CPHR

Chair, Board of Directors, CPHR Alberta

CEO Year-End Message 2024

mperkovic@cphrab.ca (Marina Perkovic) — Fri, 20 Dec 2024 16:00:03 GMT

As we close out another year, I reflect on the incredible work our association has completed in 2024. With the support of CPHR Canada we have developed a national network of over 33,000 human resources practitioners and professionals across the country and over 6,900 in Alberta. We continue to work closely with our provincial counterparts to promote the value of hiring a designated professional and streamlining professional standards processes across Canada.

The association continues to grow with another record-setting year, including over 3,200 chartered members. Thank you to all our members for the incredible work you do every day.

This past year, I challenged my team to push initiatives that bring value back to our members. With the support and guidance of our Board of Directors, the operational team strategically invested our resources and finances towards several priorities aligning with our strategic plan.

In 2024, with support from our government relations firm, CPHR Alberta operations and Board continued to engage in various events and meetings to increase our visibility within the Alberta government. This has included UCP Caucus presentations, department meetings, MLA invites and attendance at CPHR Alberta events, Board and operations presence at government events and contributing data to current government projects like our Gender-Based Violence in the Workplace report. Every connection has allowed us to open doors for conversations and engagement of the profession and the association which we are already building on for 2025.

We continue to makes strides with our application for self-regulation, and I encourage any members interested in supporting the association to review our Advocacy Toolkit .

Our stakeholder work has not stopped there. We continue to work closely with provincial post-secondary institutions to increase awareness and ensure our student members are career ready upon graduation. We are proud to support and empower the future generation of our profession through scholarships, mentorship opportunities, network building and career appropriate professional development.

With our members at the heart of what we do, professional development (PD) is a key focus for our team. In 2024, we refined our PD offerings per chapter to tailor to the individual needs of each market. This included in-person HR Afterhours events mixing PD and networking for engaging sessions in each chapter. The year was marked by innovation, collaboration and growth as we successfully hosted DisruptHR bring together members and non-members within the HR community.

A highlight for our team, was the delivery of our Annual Hybrid Conference held at the Hyatt Regency Calgary in October. The positive feedback we received from members was overwhelming, and it was amazing to see the support and passion exhibited by members throughout the two-day event. With over 320 in-person attendees and an additional 120 individuals from across our jurisdiction joining us virtually, Reimagine was an inspirational event that we will continue to expand on in 2025 in Edmonton.

Showcasing our members and their incredible work is imperative to advancing our profession. In January, we launched a Member Growth Campaign alongside CPHR Canada, promoting the designation and the impact CPHRs have on organizational success. Featuring CPHR Alberta members, our provincial campaign ran digitally through online platforms and throughout our jurisdiction, including airports, business towers, movie theatres, and transit.

I want to thank our members for your incredible work in protecting the public and maintaining a high standard of practice for the profession. Your work does not go unseen and prepare us for a successful self-regulated profession in the near future! Thank you to my incredible team at CPHR Alberta for all their great work and the many volunteers who supported us again this year!

Lastly, I would also like to thank our Board Chair, Geordie MacPherson and all of our Board of Directors for their support and guidance this past year. The work our Board has done engaging with stakeholders, attending government events and being visible and active within the business community is greatly appreciated and is setting us in the right direction for 2025.

I wish everyone a very joyous holiday season and a happy new year.

Ioana Giurca,
CEO, CPHR Alberta

2025 PD Opportunities with CPHR Alberta

mperkovic@cphrab.ca (Marina Perkovic) — Thu, 19 Dec 2024 20:52:51 GMT

Plan your 2025 PD in advance, find out what CPHR Alberta has in store for you!

Conferences

HR Law Conference - Virtual

Join CPHR Alberta again for a full day of learning that will address a variety of current and emerging HR Law Trends from some of the top Law firms in Alberta.

Tuesday, February 11, 2025

CPD: 5

Competencies: Employee & Labour Relations | Inclusion Diversity & Wellness HR Technology & Analytics | Business Acumen | Ethical Practice.

CPHR Alberta Annual Conference

September 23 & 24, 2025

Edmonton, Alberta

Information coming soon... stay tuned on our social media channels and subscribe to our newsletters!

Certificates

Take Your Collaborations to the Next Level - Develop Your Facilitation Skills - Multi-Day Certificate Program - Virtual

This 2.5 day training program will provide you with solid facilitation skills that you can use in any meeting, focus group, or conversation to reach an effective outcome. You will add skills to your toolbox that will increase your value and confidence as an HR professional. As a bonus, this training is the prerequisite for further facilitation training with ICA.

January 20-22, 2025

CPD: 21

Competencies: Innovation | Organizational Change & Development | Collaboration & Communication

Certificate Program in Leadership Essentials, Emerging Leaders Program - Virtual

In just eight two-hour sessions, participants will learn the skills needed to effectively lead their team and your organization toward achieving its mission.

The program will begin on Wednesday, February 5, 2025, and continue every Wednesday for eight weeks.

CPD: 16

Competencies: Learning, Development, and Succession Planning

Workplace Investigations Training Certificate - Virtual

In Partnership with Veritas Solutions, you'll have the opportunity to take this certificate training at multiple points throughout the year! Join us in Q1 for a three-day program, with a focus on three training topics. The courses may be taken as a full three-day program, or as a stand-alone. A certificate will be awarded upon completion. Pre-requisite is not required.

February 25-27, 2025

CPD: 21

Competencies: Organizational Change and Development | Inclusion, Diversity and Human Connections | Learning, Development and Succession Planning

Full Day of Learning

The Trauma-Informed HR Professional - Virtual

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.

Thursday, May 1, 2025

CPD: 7

Competency: Total Health & Wellness

HR Roundtable - Virtual

We are bringing you our HR Roundtable every month for 2025, complimentary for members, join us for 1 hour to discuss current and/or emerging HR topics. With a different focus every month, you'll leave with some thought-provoking questions to mull over and earn 1 CPD hour.

January HR Roundtable - January 7, 2025

February HR Roundtable - February 4, 2025

March HR Roundtable - March 4, 2025

Networking at Noon

Understanding Leaders' Defensive Behaviours: A Path to Growth and Team Success - Virtual

In this insightful session, we’ll explore practical ways to identify and address these behaviors, helping leaders evolve and thrive.

Thursday, January 9, 2025

CPD: 1

Competency: Leadership

The Power of Perception; Impact of Employer Branding to attract and retain talent - Virtual

We spend a third of our waking lives at work, and how we feel about our workplace is shaped not just by what we do, but by the emotional connection we have with our company.

Thursday, February 13, 2025

CPD: 1

Competencies: Strategic development of Organization | HR Technology & Analytic and workforce planning and mobility, touching on DEIB and Wellness.

Partner Webinars

Health Benefits, what to look for in a Health Benefits Plan in retirement - Virtual

If you're approaching retirement, it's essential to find a plan that fits your specific needs. Discover key factors to consider when comparing health benefits plans, ensuring you make informed choices for your retirement journey.

Wednesday, January 15, 2025

CPD: 1

Competency: Total Rewards

HR Trends 2025: Embracing Disruption

In this webinar, we’ll explore the 11 HR trends shaping the future of work and focus on three key themes that will define the HR landscape

Wednesday, February 19, 2025

CPD: 1

Competency: Organization Change and Development

Other

Disrupt HR YYC 12.0 - more details to come soon!

Save the Date for Tuesday, April 15, 2025

CPD: 2

An Update from your Board of Directors – November 2024

Mon, 16 Dec 2024 18:17:09 GMT

The Board of Directors met on November 30, 2024, and the Board’s key messages are as follows:

The Face of HR in the Community

The Board of Directors attended several CPHR Alberta’s Holiday Member Mingles throughout the province and will have representatives available for members to connect with at future events, across our jurisdiction.

The Board began the recruitment for new CPHR and Public board positions. They are encouraging members with previous board experience to apply. Additional information on the application process can be found here. Applications close January 6, 2024.
The Board is encouraged by the number of new members who joined in 2024 and is preparing for what may be required from a governance level as well as operationally to support the anticipated future growth in 2025.

CPHR Canada

Our Alberta Board representative will be attending an upcoming CPHR Canada strategic plan meeting in January 2025 to discuss aligning national efforts with provincial needs, to better serve all provinces.

The next Board meeting takes place in February 2025, 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!

Six HR Personas to embrace the future of work

mperkovic@cphrab.ca (Marina Perkovic) — Wed, 04 Dec 2024 16:12:21 GMT

Author: Dr. Dieter Veldsman and Dr. Marna van der Merwe

HR has come a long way from its origins in labor relations and personnel management to becoming a strategic business partner deeply integrated within organizations. Looking toward the future, the global disruptions facing organizations will once again require HR professionals to evolve their role and contribution to the business.

This article delves into six emerging HR personas, highlighting the evolving contributions of HR professionals to business success and sustainability.

The six personas of future HR professionals

Thinking about HR through the lens of HR personas helps us clarify how HR’s contributions align with the needs of the business and stakeholder landscape. While personas are not necessarily mutually exclusive, they outline the expectations held of HR professionals and also guide how to navigate HR careers. We use our T-shaped HR competency model to define these personas and what is required for success.

The Service Champion

The Service Champion is dedicated to ensuring operational excellence in HR service delivery. This persona is responsible for managing the core HR processes—recruitment, payroll, benefits, compliance, and employee relations—efficiently and effectively. Their focus on operational excellence reduces friction in HR processes, improves employee experience, reduces administrative costs, and enhances compliance with regulations.

The following roles are typically associated with this persona:

HR Operations Manager
Payroll Manager
Employee Relations Specialist
HR Generalist

The Business Advisor

Business Advisors offer strategic counsel that helps leaders make informed people decisions. Their ability to understand the business context and HR dynamics allows them to offer guidance that enhances productivity, drives engagement, and supports growth. This persona is highly skilled at relationship management, negotiation, and navigating the complexities of organizational politics.

Roles that are typically associated with this persona include:

HR Business Partner (HRBP)
Talent Acquisition Partner
Senior HR Consultant
Employee Relations Manager

The Solution Architect

Solution Architects provide businesses with scalable, innovative HR solutions that improve employee performance, experience and engagement. By integrating technology and data-driven approaches, they streamline HR processes, increase efficiency, and contribute to a more dynamic organization. This persona is adept at leveraging digital tools, data analytics, and creative approaches to build efficient systems.

The typical roles associated with this persona include:

HR Systems Analyst
Talent Management Specialist
HR Technology Lead
Organizational Effectiveness Consultant

The Digital Integrator

The Digital Integrator leads the charge in transforming HR by adopting advanced technologies such as artificial intelligence, automation, and data analytics. This persona actively explores new tools that streamline HR processes, improve decision-making, and enhance efficiency. Digital Integrators are at the forefront of digital transformation, helping the organization stay competitive in an evolving tech landscape.

These roles are typically associated with the Digital Integrator persona:

HR Technology Specialist
People Analytics Lead
AI-Driven Recruitment Manager
Digital Transformation Officer (HR)

The Humanitarian Activist

The Humanitarian Activist champions employee well-being, diversity, inclusion, and ethical practices. This persona focuses on creating a compassionate, people-centered work environment where all employees feel valued and included. They advocate for organizational initiatives prioritizing mental health, work-life balance, and social responsibility, ensuring that the workplace is safe and supportive for all.

Roles within HR that typically represent this persona include:

Diversity, Equity, and Inclusion (DEI) Manager
Employee Well-being Coordinator
Corporate Social Responsibility (CSR) Specialist
Workplace Ethics Officer

The Strategist

The Strategist is responsible for aligning the people strategy with business goals. They understand internal business dynamics and external market forces, enabling them to integrate HR initiatives that supports long-term organizational success. Strategists are forward-thinking, using data and insights to make informed decisions that drive competitive advantage. The Strategist adds business value by ensuring that HR is not a standalone function but an integral part of the business strategy.

The typical roles associated with the Strategist persona include:

Chief Human Resources Officer (CHRO)
HR Director
VP of People and Strategy
Organizational Development Leader

The role of mindset, heartset and purpose

While each persona may require specific skills, success in the future of HR will depend on developing the right mindset, heartset, and purpose.

Mindset : HR professionals must be curious, adaptable, and able to navigate complexity. Those with a growth mindset will lead the way in a world that demands agility.
Heartset : Courage and self-belief are the foundations of the HR heartset. HR professionals must challenge the status quo, even when faced with resistance. This drives meaningful change.
Purpose : Every HR professional must understand why they chose HR as a profession and the impact they wish to make. This purpose guides every action and decision of HR professionals.

Embracing the Future

The future calls for HR to discover its true potential, amplify its voice, and broaden its influence beyond traditional boundaries. However, this transformation is not based on skills alone. It must be anchored in the right mindset, courage and purpose that aligns HR professional with the impact they wat to create.

Author Bios

Dr. Dieter Veldsman is the Chief HR Scientist at the Academy to Innovate HR. He is an organizational psychologist with 15+ years of experience across the HR value chain and lifecycle, having worked for and consulted with various organizations in EMEA, APAC, and LATAM. He has held the positions of Group Chief People Officer, Organizational Effectiveness Executive, Director of Consulting Solutions, and Chief Research Scientist. He is a regular speaker on the topics of Strategic HR, Future of Work, AI in HR, Employee Experience and Organizational Development.

Dr. Marna van der Merwe is an Organizational Psychologist and HR Subject Matter Expert at AIHR. She has over 13 years of experience in Human Resources, Organizational Effectiveness, and Strategic Talent Management. She is a researcher, published author, and regular conference speaker on talent management, experience design, and the changing nature of careers. Marna holds a PhD in Organizational Psychology, specifically focused on talent management and careers in the future of work.

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.

Become a CPHR Alberta champion!

Tue, 03 Dec 2024 16:00:01 GMT

Seeking CPHRs and Public Board Members

Help set the direction for your association on the CPHR Alberta Board of Directors.

Board volunteers provide oversight and guidance in a number of key areas. In 2024, the Board, alongside CPHR Alberta operations, continued delivering on the association's priorities that were developed in the 2020 strategic plan.

To continue this positive momentum, we are seeking two (2) Chartered Members of CPHR Alberta that have, or are willing to make, connections in the community that will assist the Board's linkage to stakeholders, and up to two (2) public members with specific expertise noted below.

To complement the existing Board of Directors, we are specifically looking for candidates that are board ready and have experience and/or expertise in the following areas:

Strategic business leadership experience;
Financial acumen and financial management expertise;
Legal expertise; and/or
Inclusion, Diversity, Equity, and Accessibility experience within an Indigenous lens

We highly value diversity and support the election and appointment of diverse candidates to the Board. The Board believes that having directors of diverse gender, race and ethnicity, along with varied skills, perspectives and experiences, contributes to a balanced and effective Board – one that is well-positioned to address the changing needs of the organization and our membership.

APPLICATION PROCESS

CPHRs

Ensuring the CPHR Alberta Board of Directors has the skills and experience to guide the association is a priority. For 2024 / 2025 Board applications and elections will follow the following processes below for Chartered Members:

Applications will be open from December 3, 2024 to January 6, 2025 where only CPHR Alberta Chartered Members can apply through their member portal. Members are encouraged to review the position profile , including qualifications and desired skills.
Our online form makes nominations easier. It should only take a few minutes to complete the form within your member profile. You can locate the form under the MENU, within your member portal. Click here to start.
The CPHR Alberta Board of Directors Human Resources Committee will review all the applications following the close on January 6, 2025.
Interviews of eligible candidates will be conducted by the Human Resources Committee in January / February 2025. These interviews will be used to create a slate of the most qualified candidates.
The slate of candidates will be presented to the Membership for the Board Election period of March 3 – 14, 2025. All Chartered members are eligible to vote in the Election.

Election results will be presented to the Membership during the Annual General Meeting on May 9, 2025.

Public

Applications will run from December 3, 2024 to January 6, 2025. If interested, please contact Heather McMaster at hmcmaster@cphrab.ca to receive your application package. Please review the position profile , to ensure the qualifications and desired skills are met.
The CPHR Alberta Board of Directors Human Resources Committee will review all the applications following the close on January 6, 2025.
Interviews of eligible candidates will be conducted by the Human Resources Committee in January / February 2025. These interviews will be used to create a short list that will be presented to the CPHR Alberta Board of Directors for a decision.
Successful candidates will be shared with membership once determined.

Shape the future of CPHR Alberta.

For Chartered members - Start your application today.

For Public members – contact Heather McMaster at hmcmaster@cphrab.ca for the application package and checklist.

Questions about the CPHR Alberta Board of Directors nominations?

Email Geordie MacPherson, Board Chair, at chair@cphrab.ca

In Conversation: From Peer Mentors to Lasting Friends

Wed, 30 Oct 2024 19:11:00 GMT

Building Bridges: How Team Mentorship Sparks Collaboration

Mon, 28 Oct 2024 17:08:00 GMT

Building your Credibility as an HR Professional: 4 Steps to Being Heard at the Leadership Table

Tue, 22 Oct 2024 20:23:00 GMT

An Update from your Board of Directors – October 2024

Tue, 22 Oct 2024 17:14:00 GMT

Can Unresolved Workplace Conflict Impact Employees Mental Health?

Wed, 09 Oct 2024 17:16:00 GMT

Fostering Psychological Safety in the Workplace

Mon, 07 Oct 2024 16:59:00 GMT

Fall Professional Development with CPHR Alberta

Tue, 24 Sep 2024 22:48:00 GMT

The Importance of Employee Feedback for Identifying Crises

Fri, 20 Sep 2024 16:38:00 GMT

Make It Right From The Get-Go - How Much Effort Do You Put on Onboarding?

Thu, 05 Sep 2024 17:32:00 GMT

Embracing Diversity: The Power of Hiring People with Disabilities

Tue, 20 Aug 2024 18:33:00 GMT

The Role of Older Adults in the Workplace - An Ageist Series (3 of 3)

Wed, 14 Aug 2024 17:52:00 GMT

Older Adults Buffer Against Exploitation - An Ageist Series (2 of 3)

Thu, 08 Aug 2024 20:53:00 GMT

The Primordial Nature of Ageist Stereotypes - An Ageist Series (1 of 3)

Thu, 01 Aug 2024 19:58:00 GMT

Chart Your Conference Learning Path

Mon, 22 Jul 2024 20:37:00 GMT

An update from your Board of Directors – July 2024

Fri, 12 Jul 2024 15:15:00 GMT

Optimize the Greatest Tool of the Professional Trade: LinkedIn

Tue, 25 Jun 2024 19:50:00 GMT

3 Critical Roles the HR Department Plays in AI Adoption

Mon, 10 Jun 2024 17:07:00 GMT

New Paragraph

2024 AGM Recap - Advocate for your profession!

Tue, 04 Jun 2024 17:34:00 GMT

On May 10, 2024 CPHR Alberta held our Annual General Meeting virtually with a special education session presented by Melissa Carvalho, Director of Advocacy for Western Canada at Global Public Affairs. The education session gave members an overview of self-regulation and education in advocating for your profession. We would like to thank Melissa and her team for the informative session and supporting our members with advocacy resources. The education session recording is available here and presentation here. We encourage members to support our application by connecting with your MLA. Included below are resources to support your advocacy work. Mandate Letters Information on how to find your MLA Alberta Government 2024 Budget Tips for drafting your 30 second pitch, and Member Advocacy Toolkit If you have any questions regarding the content provided please contact ceo@cphrab.ca Thank you to all of the members who were in a

The Impact of Whistleblowers in Business: Why Managers Should Consider Hiring Them

Thu, 30 May 2024 17:53:00 GMT

Toxicity in the workplace - trigger warning… you might not be ready to hear this..

Tue, 28 May 2024 15:55:00 GMT

Balancing Act: Navigating Mental Health in the Workplace

Thu, 16 May 2024 18:34:00 GMT

An Inclusive Approach to Recognizing General Holidays

Thu, 16 May 2024 17:45:00 GMT

Mind in Motion: Enhancing Mental Health Through Movement at Work

Tue, 07 May 2024 19:08:00 GMT

Support After Bereavement

Thu, 18 Apr 2024 15:28:00 GMT

Behind Mentorship Matchmaking

Thu, 18 Apr 2024 14:51:00 GMT

The Portability of Talent: What You Need to Know

Mon, 08 Apr 2024 15:53:00 GMT

An update from your Board of Directors – March 2024

Tue, 02 Apr 2024 20:39:00 GMT

Celebrating Incredible Women in the HR Profession!

Fri, 22 Mar 2024 16:53:00 GMT

Balancing Work and Celebration: How You Can Support Your Employees During Ramadan

Tue, 19 Mar 2024 21:15:00 GMT

The Government of Alberta 2024 budget is now available, how does this impact our profession?

Thu, 07 Mar 2024 19:04:00 GMT

07 Mar 2024 CPHR Alberta 187 Test LinkedIn Twitter The Government of Alberta’s 2024 budget shows significant investments in the workforce through the Healthcare, Tech and Aviation industries, through our post-secondaries partners who have programs in the Skilled Trades and STEM and through the Alberta is Calling incentive. These investments require the Human Resource profession to be at the table. CPHR Alberta remains committed to supporting it’s members, Human Resources professionals, across Alberta as they develop and lead the strategies required for industry and organizations to not only thrive but sustain the growth of Alberta’s economy under the 2024 Budget. We want to know! How will the 2024 budget impact your organization or industry? Join in our discussion on LinkedIn Learn more about the 2024 Budget here.

HR As A Shared Vision - solutions for small business HR needs

Thu, 07 Mar 2024 18:37:00 GMT

Navigating the Future: Implications of Pay Equity Legislation for HR Professionals in Alberta, Northwest Territories, and Nunavut

Wed, 06 Mar 2024 17:05:00 GMT

Request for Proposals - CPHR Alberta Website

Tue, 20 Feb 2024 22:55:00 GMT

20 Feb 2024 275 Test LinkedIn Twitter CPHR Alberta is issuing a request for proposals for the services of a website developer interested in obtaining our website hosting, support, redesign and development of our current website. CPHR Alberta is seeking the above in order to upgrade our current Drupal content management system or to transfer to a new content management system that includes a refresh of our current site map and visual design. We will be accepting proposals until 4:30 PM MST on March 8, 2024. Learn more about our key dates, scope of work and proposal requirements here.

Beyond February: Investing in Black Futures Beyond Black History Month

Tue, 20 Feb 2024 20:49:00 GMT

Get your CPHR Designation this Year!

Tue, 13 Feb 2024 15:57:00 GMT

Embracing Cultural Diversity: HR Professionals' Guide to Celebrating Lunar New Year with Employees

Fri, 02 Feb 2024 14:49:00 GMT

Unlocking Career Growth: Strategies to Secure Buy-In for Your Professional Development

Thu, 01 Feb 2024 18:57:00 GMT

Transforming Tomorrow: Evolving Work, Workplaces and the Workforce

Fri, 26 Jan 2024 16:56:00 GMT

How HR Professionals in Alberta Can Champion Black History Month: Strategies for Recognition and Support

Thu, 25 Jan 2024 19:32:00 GMT

Creating an Employee Experience of DEI Utilizing Technology

Tue, 23 Jan 2024 20:05:00 GMT

Bell Partnership Renewal Announcement 2024

Tue, 16 Jan 2024 21:21:00 GMT

My Mentorship Story - Nicole Le

Tue, 02 Jan 2024 20:52:00 GMT

CPHR Alberta 2024 Research Outlook

Wed, 20 Dec 2023 22:45:00 GMT

2023 Board Chair, Year End Message

Mon, 18 Dec 2023 20:03:00 GMT

19 Dec 2023 CPHR Alberta 102 Test LinkedIn Twitter On behalf of the Board of Directors, I would like to thank our membership for their support in 2023. Without your volunteer time, shared expertise, and feedback on CPHR Alberta events, research, and engagement, we would not be able to deliver on our strategic priorities. This past year our Directors have been working to connect with local government officials, post-secondary institutions, and business leaders to raise the profile of the HR profession and the CPHR designation. Thank you to all our board members for their advocacy work in 2023. In November, we opened applications for our Board of Directors. We are looking for Directors who are willing to share their time, talent, and expertise, and be actively involved in shaping the future and long-term success of CPHR Alberta. I encourage any Chartered members who are interested to please apply before January 5. You can learn more about the application process and view the position profile here. The HR profession is ever-changing, and our members do an incredible job of keeping pace and adapting. I hope all of you can take a break this holiday season to rest and recharge. Thank you for representing our profession, and happy holidays. Lisa Watson, CPHR Chair, Board of Directors, CPHR Alberta

How You Can Use the Alberta Job Grant for PD!

Thu, 14 Dec 2023 23:15:00 GMT

2023 CEO Year-End Message

Thu, 14 Dec 2023 16:15:00 GMT

2024 PD Opportunities

Mon, 11 Dec 2023 21:44:00 GMT

An update from your Board of Directors

Mon, 27 Nov 2023 16:35:00 GMT

Using a Mediators Toolbox to Undertake Successful DEI Conversations

Thu, 23 Nov 2023 20:32:00 GMT

The Overlooked Diamond in the Rough of our Labour Market

Wed, 22 Nov 2023 22:33:00 GMT

Make a difference at CPHR Alberta

Thu, 16 Nov 2023 19:44:00 GMT

Improving Employee Benefits Engagement Through Communications

Tue, 14 Nov 2023 20:16:00 GMT

Could You Be My Mentor?

Tue, 07 Nov 2023 22:21:00 GMT

The Comeback Can Be Greater Than The Setback

Tue, 07 Nov 2023 22:14:00 GMT

FCPHR is Now National

Tue, 07 Nov 2023 21:38:00 GMT

08 Nov 2023 236 Test LinkedIn Twitter We are excited to announce that the prestigious Fellowship (Fellow) Chartered Professionals in Human Resources Program has now gone National, and all future Fellow CPHR's (FCPHR's) will be evaluated and bestowed by an esteemed National Fellowship Committee comprising CPHR Canada Fellowship members (FCPHR's). The growth of the Fellowship program is something to celebrate and be proud of, and going National allows us to broaden the stature of the program and recognize qualified recipients from across the country. Current Fellow (FCPHRs) award recipients will be grandfathered into the National registry. Provincial and Territorial HR Associations will continue to recognize the award recipients as they see fit. The complete guidelines as well as the nomination form can be found here. The Fellowship program runs from November 1st, 2023 to January 31st, 2024. If you know of anyone who might qualify for this esteemed award, please consider nominating them today!

Diwali: A Time for Celebration and Inclusivity in the Workplace

Tue, 24 Oct 2023 22:53:00 GMT

Breaking Barriers, Building Brilliance: The Business Advantage of Embracing Neurodiversity in the Workforce

Mon, 23 Oct 2023 19:18:00 GMT

Code of Ethics and Standards of Professional Practice Overview

Mon, 23 Oct 2023 18:55:00 GMT

Guiding Employees Through Change

Mon, 23 Oct 2023 17:35:00 GMT

Professional Growth and Support of Other Professionals

Tue, 17 Oct 2023 21:22:00 GMT

Accommodating Invisible Disabilities in the Workplace

Tue, 17 Oct 2023 21:10:00 GMT

Mental Health in the Workplace

Mon, 16 Oct 2023 18:12:00 GMT

Navigating Conflict of Interest in the HR Profession: A Case Study

Wed, 11 Oct 2023 18:34:00 GMT

From Burnout to Hope: Get out of the Overwhelm and into a Future Better than Today

Wed, 11 Oct 2023 17:17:00 GMT

The Future of HR: Unlocking Talent Through Work Integrated Learning

Thu, 05 Oct 2023 17:53:00 GMT

Upholding Confidentiality in the HR Profession: A Case Study

Thu, 05 Oct 2023 15:53:00 GMT

Balancing Organizational and Employee Needs and Interests

Wed, 27 Sep 2023 16:26:00 GMT

Supporting People Living with Disabilities

Mon, 25 Sep 2023 18:06:00 GMT

Supporting Truth and Reconciliation in the Workplace

Mon, 25 Sep 2023 15:51:00 GMT

Creating a Culture of Mental Well-Being: How Managers Can Support Mental Health in the Workplace

Thu, 21 Sep 2023 22:27:00 GMT

Fostering Dignity in the Workplace

Wed, 20 Sep 2023 18:06:00 GMT

Navigating the Legal Landscape: A Practical Guide for Ethical HR Professionals

Fri, 15 Sep 2023 14:11:00 GMT

Understanding the Code of Ethics: What You Need to Know (Competence)

Thu, 07 Sep 2023 15:49:00 GMT

Understanding the Code of Ethics: What You Need to Know

Wed, 30 Aug 2023 19:42:00 GMT

Getting to the Bottom of Complaints: Our Step-by-Step Process

Thu, 24 Aug 2023 21:40:00 GMT

My Mentorship Story - Vivi Spooner

Thu, 24 Aug 2023 21:04:00 GMT

CPHR Canada's Updated Competency Framework: What Changed and How it Affects Members

Thu, 27 Jul 2023 23:27:00 GMT

Power Struggles and Struggling with Power

Tue, 25 Jul 2023 14:46:00 GMT

Respecting Trans Gender Diversity in the Workplace: What HR Needs to Know

Thu, 29 Jun 2023 17:40:00 GMT

The Benefits of Going Beyond the Minimum CPD Requirement

Thu, 29 Jun 2023 16:48:00 GMT

Follow to lead - part 2

Fri, 23 Jun 2023 17:05:00 GMT

Follow to lead - part 1

Fri, 23 Jun 2023 16:09:00 GMT

CPHR Alberta Renews Partnership with EasyCover

Wed, 14 Jun 2023 20:46:00 GMT

3 Easy-to-Implement Accessibility Technology Tools for Your Workplace

Thu, 01 Jun 2023 18:12:00 GMT

2023 Spring Town Hall Recap

Thu, 18 May 2023 15:35:00 GMT

18 May 2023 37 Test LinkedIn Twitter On May 17, 2023, the CPHR Alberta operational team ran our 2023 Spring Town Hall providing an update on the association, our strategic priorities, support available in obtaining your designation, upcoming professional development, member benefits and more. Thank you to those who attended and engaged with us during the Q and A. We received some wonderful feedback on the portal walk-through and member benefit review. The Town Hall session is available on demand here! If you would like to participate in a deeper dive of our member portal, including opportunities to ask questions, we encourage you to attend our new member orientations available monthly. Our next orientation is on Wednesday, June 28, 2023, at 12:00 pm to 12:45 pm. Click here to register. You can also watch our orientation video here!

Mental Health in the Workplace – Information and Tools for HR Professionals

Thu, 18 May 2023 14:06:00 GMT

Systems are designed by people to support people

Thu, 18 May 2023 13:56:00 GMT

Perspectrum – Insights on Autism and Neurodiversity in the Workplace

Thu, 27 Apr 2023 14:44:00 GMT

Celebrating Our Volunteers!

Fri, 14 Apr 2023 15:47:00 GMT

Observations of An Effective Hybrid Focus Group Facilitation

Tue, 11 Apr 2023 18:02:00 GMT

CPHR Alberta Mentoring Program: A 2-way Street

Wed, 05 Apr 2023 17:36:00 GMT

A Reflection on Women’s Equality in the Workplace

Tue, 28 Mar 2023 18:08:00 GMT

What is the Experience Validation Assessment?

Thu, 09 Mar 2023 21:57:00 GMT

Western Canada HR Students Compete at HRC West Case Competition 2023

Thu, 09 Mar 2023 21:27:00 GMT

CPHR Alberta Announces New Partnership with Workplace Fairness West

Thu, 09 Mar 2023 20:28:00 GMT

CPHR Alberta Announces New Partnership with Insight Psychological

Fri, 03 Mar 2023 17:19:00 GMT

A Job Seeker Rule Book

Thu, 02 Mar 2023 14:52:00 GMT

Open Letter to Middle-Aged White People in the Workplace

Wed, 22 Feb 2023 20:53:00 GMT

Values: More than a poster on Ember’s wall

Wed, 22 Feb 2023 18:10:00 GMT

CPHR Alberta Announces Partnership with Indigenous Works

Wed, 15 Feb 2023 22:33:00 GMT

Broaden your learning with PowerED™ by Athabasca University – Partnership Renewal

Mon, 13 Feb 2023 17:23:00 GMT

A Case Study of an HRIS Implementation

Thu, 09 Feb 2023 21:27:00 GMT

CPHR Alberta Announces Partnership Renewal with Resume Restoration

Tue, 07 Feb 2023 17:33:00 GMT

CPHR Alberta Board Nominations and Elections for 2023

Mon, 30 Jan 2023 21:40:00 GMT

30 Jan 2023 43 Test LinkedIn Twitter To our valued membership. On behalf of the Board, we would like to take this opportunity to inform you that there are no Board vacancies for 2023 due to all Board Director positions being filled; therefore, we will not be hosting nominations or elections prior to the Annual General Meeting. The Board is proud of the work we have accomplished during our last term, and we look forward to continuing this work in 2023. On behalf of the Board, thank you for your trust in us. We hope to connect soon, and look forward to attending the Annual General Meeting on May 5. Lisa Watson, Board Chair and Steve Kovacic, Past-Chair

The Power of Numbers

Mon, 23 Jan 2023 17:20:00 GMT

Unlocking the Power of Inclusion: How a Diversity Calendar can Transform Your Workplace Culture

Mon, 23 Jan 2023 16:40:00 GMT

CPHR Alberta Announces Partnership with Bell Mobility Exclusive Partner Program

Thu, 19 Jan 2023 15:01:00 GMT

2022 CEO Year End Message

Mon, 19 Dec 2022 17:11:00 GMT

Board of Directors 2022 Special Message

Mon, 19 Dec 2022 16:31:00 GMT

21 Dec 2022 213 Test LinkedIn Twitter Author: Lisa Watson, Chair, CPHR Alberta Board of Directors On behalf of the Board of Directors, I would like to say thank you to the CPHR Alberta team and our member community for an incredible year. 2022 has been a year of change for both the profession and our association. We have welcomed our new Chief Executive Officer, Ioana Giurca, and we continue to make strides in the Alberta, Northwest Territories and Nunavut landscape as human resource professionals remain the constant in an ever-changing workforce. This year we were given the opportunity to once again meet in-person with our colleagues, friends and members building connections and learning from one another. Our Board took part in this year’s hybrid conference and had the opportunity to meet and talk with many of you. We appreciate hearing your feedback on the direction of the association and encourage you to continue sharing your voice through our surveys, town halls and AGMs to ensure we can provide the best opportunities for your growth and the growth of the profession. Throughout 2022, our Self-Regulation Task Force has been working on our application for self-regulation, with the support of our government relations firm Global Public Affairs. We look forward to continuing to engage with Government on this important strategic priority. As a reminder, please show your support for CPHR Alberta’s application by signing our petition in favour of self-regulation. The Board of Directors continued to push the association’s strategic priorities forward. We are passionate about the priorities and are excited to continue this work into 2023. We ended the year strong in all aspects, and look forward to what 2023 has to offer. We wish you all the best this holiday season and look forward to connecting again in the new year.

See what PD we have planned for 2023!

Tue, 13 Dec 2022 14:51:00 GMT

My Mentorship Story - Patrick Snoek

Thu, 01 Dec 2022 15:26:00 GMT

Update: Review of Bylaws, Policy Manual and Board Recruitment Processes

Wed, 30 Nov 2022 21:48:00 GMT

30 Nov 2022 51 Test LinkedIn Twitter We had tremendous interest in our recent call for bids, which is so exciting for us, and we are thankful for all the submissions. With thoughtful review and consideration of all proposals, we are happy to inform that BadaB Consulting demonstrated what we were looking for. Congratulations to BadaB Consulting, and we look forward to a successful outcome.

The Current World of Work - Podcast

Wed, 30 Nov 2022 20:23:00 GMT

Poverty takes place behind closed doors

Tue, 29 Nov 2022 17:06:00 GMT

Doing Better, Being Better: Sharing our DEI Transformation - Boxed In

Tue, 29 Nov 2022 16:22:00 GMT

My Mentorship Story - Gayle St. Denis

Tue, 22 Nov 2022 22:50:00 GMT

How Health Spending Accounts Accommodate Intergenerational Living

Wed, 16 Nov 2022 21:33:00 GMT

Award Winning Article - CPHR Alberta Magazine

Tue, 15 Nov 2022 23:00:00 GMT

15 Nov 2022 128 Test LinkedIn Twitter In the fall of 2022 CPHR Alberta released an article in the CPHR Alberta magazine titled “Succession Planning: An Evolved Approach in a VUCA World”. Written by CPHR Alberta members Dr. Kanwaljit Kaur Chaudhry and Judith (Jude) Pereira, the article features a succession planning playbook that leads you through various stages of succession planning, including implementation at each stage. The publisher of our quarterly magazine, Naylor Association Solutions, issued this press release highlighting the article as a 2022 MarCom Platinum Award Winner, an award program administered by the Association of Marketing and Communication Professionals. We are extremely honoured to receive this award and want to commend our Editorial Committee Members, Kanwaljit and Jude on their extraordinary work.

CPHR Alberta Partners with Bow Valley College

Thu, 10 Nov 2022 15:01:00 GMT

Is Employee Engagement a Managerial Competency?

Wed, 02 Nov 2022 22:20:00 GMT

CPHR Alberta Renews Partnership with SuccessFinder

Thu, 27 Oct 2022 21:09:00 GMT

Invitation to Bid - Review on Bylaws, Policy Manual and Board Recruitment Processes

Fri, 21 Oct 2022 13:40:00 GMT

21 Oct 2022 80 Test LinkedIn Twitter CPHR Alberta is issuing an invitation to bid for the services of a firm interested in providing services to review CPHR Alberta’s Bylaws, CPHR Alberta’s Board of Directors’ Policy Manual, and the CPHR Alberta Board Recruitment processes. We are seeking assistance with the above in order to reflect new trends around inclusive language and alignment with positioning us for self-regulation, and other improvements where needed. You can download the invitation to bid here. If you have questions regarding submitting a bid please reach out to Heather McMaster, Board Liaison and Executive Projects Coordinator, CPHR Alberta at hmcmaster@cphrab.ca, please identify Bylaw, Policy and Board Recruitment Review in the subject line. We will be accepting bids until 4:30 pm, MST on November 4, 2022.

Neurodiversity Inclusion: Autism at Work

Fri, 21 Oct 2022 00:10:00 GMT

Why Soft Skills are Hard

Thu, 06 Oct 2022 22:31:00 GMT

A Message of Hope From Chief Dr. Robert Joseph

Tue, 27 Sep 2022 21:40:00 GMT

My Journey Towards Understanding Truth and Reconciliation

Mon, 26 Sep 2022 21:39:00 GMT

Building a Well-Being Strategy

Thu, 22 Sep 2022 22:34:00 GMT

Talent is Scarce. What Now?

Thu, 22 Sep 2022 05:27:00 GMT

4 Reasons to Brand Your HR Department

Mon, 12 Sep 2022 02:36:00 GMT

Are you a candidate for the Senior Path to the CPHR designation?

Fri, 09 Sep 2022 01:36:00 GMT

Take the first step to becoming a CPHR!

Tue, 06 Sep 2022 18:52:00 GMT

CPHR Alberta Announces Partnership with the Alberta Retired Teachers Association

Fri, 26 Aug 2022 15:08:00 GMT

26 Aug 2022 114 Test LinkedIn Twitter August 26, 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 the Alberta Retired Teachers Association (ARTA) to provide administration and claims payment services for CPHR Alberta Retired Members group benefit insurance plans. ARTA offers coverage for extended health care, emergency travel coverage and dental care. The ARTA Benefit Plans offer plan diversity that covers a variety of lifestyles. You can choose the level and style of coverage that best suit your unique goals leading to and following your retirement, including options for single, couple, and family coverage. ARTA’s organizational mandate is to support their members in pursuing engaged and active lifestyles. Whether you are an active employee without access to employer-sponsored group benefits, a retiree under the age of 65, or a retiree aged 65 and over, ARTA has a plan to fit your vibrant lifestyle “Partnering to offer the ARTA services to our retired members allows the association to support our members through to their next chapter while staying connected with their HR community. Having access to consultants and the ability to select and combine individual and personalized combinations of benefits packages is a unique service we are proud to offer our retired designated members.” Ioana Giurca, CPHR Alberta CEO To learn more about the Benefit Plans and Services available through the Alberta Retired Teachers Association visit www.artabenefits.net/partners/cphr select the benefit plan works best for you and your family. To speak to the ARTA Member Services team please call 1-855-212-2400 or email info@arta.net.

Successful EVA Tips

Mon, 08 Aug 2022 16:25:00 GMT

08 Aug 2022 203 Test LinkedIn Twitter Author: Ankur Makanji You have reached the final step to becoming a CPHR - the EVA! The EVA is a very detailed and involving application. Give yourself ample time to complete the application. Here a few tips to keep in mind: Always provide more than the 12 (minimum) competency examples. This allows for a cushion if couple of your examples misses the mark and are not accepted. Use the STAR method, identify clearly what the situation/task was. Remember that assessors cannot assume anything on your application. We rely solely on your answers. Focus on what actions you took to deal with the situation and task and not what the team or your company did. It should always be about your contribution even if it was a group project. Make sure there is consistency between your job description and the information you provide under ‘employment’ section. Read and thoroughly understand the question and competencies you are trying to address. Proofread your responses. In this blog, author Ankur Makanji offers suggestions on how to pass the EVA from the perspective of a CPHR Alberta Regsitration Committee member and EVA assessor.

HR Professionals as Entrepreneurs

Mon, 08 Aug 2022 15:00:00 GMT

My Mentorship Story - Lauren Hofbauer

Thu, 04 Aug 2022 22:17:00 GMT

Why Employees Leave. 4 Ways Recognition Can Slow Resignation.

Wed, 03 Aug 2022 23:57:00 GMT

Three Ways Canadian Employers Can Strengthen Their Retention Strategy

Fri, 29 Jul 2022 23:15:00 GMT

Getting to know our partners – National Payroll Institute

Fri, 29 Jul 2022 14:55:00 GMT

My Mentorship Story - Seun A.

Thu, 28 Jul 2022 23:16:00 GMT

The Connection Between DEI and Psychological Safety

Tue, 26 Jul 2022 17:18:00 GMT

One Thing Your Workplace Can do to Promote Disability Inclusion: Get Interpersonal, Check Attitude.

Mon, 25 Jul 2022 23:29:00 GMT

Workplace Disability Inclusion

Mon, 25 Jul 2022 23:00:00 GMT

CPHR Alberta Announces Partnership Renewal with Compliance Works

Thu, 21 Jul 2022 16:24:00 GMT

22 Jul 2022 55 Test LinkedIn Twitter July 22, 2022 CALGARY, Alberta – CPHR Alberta, a professional association dedicated to strengthening the human resources profession, is excited to announce a partnership renewal with Compliance Works Inc. Compliance Works was founded by two women lawyers to make HR compliance fast, easy and accessible. HR professionals can log into the Compliance Works platform and get immediate answers to their compliance questions, having confidence that the information is accurate and always up to date. Compliance Works provides answers at a lower cost, reduces time spent on HR compliance activities, and ensures ongoing risk management. “HR professionals are often called upon by employers when it comes to employment legislation, a product such as Compliance Works offers concise, accurate information that our members can trust and aligns with our mission to protect the public“, says Ioana Giurca, CEO of CPHR Alberta. “Compliance Works is thrilled to continue our partnership with CPHR Alberta. Ensuring compliance is a must-do task, but we know that time spent on compliance is often time taken away from other strategic HR work. We aim to support HR professionals by helping to free up time. With Compliance Works, our subscribers have reduced the time spent on compliance tasks by up to 95% or more”, says Gayle Wadden, Chief Legal Officer of Compliance Works. CPHR Alberta members receive a 10% discount on Compliance Works, allowing them to better support their business and employees by avoiding legal issues. Members can access additional details through their member portal. Learn more about Compliance Works by visiting www.complianceworks.ca

CPHR Alberta Announces Partnership Renewal with O.C. Tanner

Wed, 13 Jul 2022 15:02:00 GMT

CPD Insights and Opportunities: Requirements for Chartered Members

Mon, 11 Jul 2022 18:58:00 GMT

The Key to Succession Planning – Understand and Develop Your Team

Mon, 11 Jul 2022 17:56:00 GMT

Creating Safe Workplaces for Transgender and Gender-Diverse People

Wed, 29 Jun 2022 05:56:00 GMT

Appointment of the CPHR Alberta CEO!

Thu, 16 Jun 2022 20:19:00 GMT

The Real Power of DEI: How You Can Keep Top Performing Employees

Fri, 10 Jun 2022 21:32:00 GMT

What Makes CPHR's Mentorship Program so Great?

Mon, 06 Jun 2022 19:13:00 GMT

How to Support Your Asian-Canadian Colleagues in the Workplace

Mon, 30 May 2022 22:59:00 GMT

Are you our next conference host?

Mon, 30 May 2022 15:45:00 GMT

One Vital Component of Mental Health: Psychological Safety in the Workplace

Tue, 24 May 2022 20:48:00 GMT

Is Becoming Purpose-Driven an Antidote for The Great Resignation?

Thu, 12 May 2022 21:25:00 GMT

2022 AGM Recap

Thu, 12 May 2022 15:14:00 GMT

12 May 2022 25 Test LinkedIn Twitter On May 6, 2022 the association held our 2022 Annual General Meeting. This virtual event included an appearance from Alberta’s Minister of Labour and Immigration, the Honourable Kaycee Madu. With just over 100 members in attendance, Minister Madu addressed many items impacting the profession including the Professional Governance Act, the Alberta at Work initiative, the Canada Alberta Job Grant and the association’s application for self-regulation. We opened the floor for questions to be submitted for the Minister’s office and will update our members once they have been addressed. Attendees also heard 2021 reports from CPHR Alberta’s 2021/2022 Board Chair, Steve Kovacic, our interim CEO, Ioana Giurca and a financial review from 2021/2022 Board of Director and Chair, Finance Administration Committee, Todd Gilchrist. The association also officially announced five incoming board members, Jesse Grieder, Jackie Laviolette, Geordie MacPherson, Emma Mendez and Katherine Salucop. We would like to acknowledge and thank our outgoing board members, Dan Wall, Celia Koehler, Todd Gilchrist and Lyle Toop. As well, a big thank you to Steve Kovacic for his guidance, support, and contributions to our organization this past year. Lastly, a warm welcome to Lisa Watson as our incoming Board Chair for 2022/2023. CPHR Alberta will be hosting a Town Hall on June 14 to discuss 2022 operations. We will also have a member of the board present to give an update on the CEO search. We encourage members to submit any questions for the association during registration. You can register today by click here or visiting your member portal!

What Is Your Professional Development Plan?

Mon, 02 May 2022 21:29:00 GMT

Mindfulness & EI in the Workplace

Tue, 26 Apr 2022 18:36:00 GMT

Western Canada HR Students Compete at HRC West 2022

Tue, 19 Apr 2022 17:58:00 GMT

My Mentorship Story - Michael Elder

Mon, 11 Apr 2022 18:50:00 GMT

My Mentorship Story - Maria Gretta Montes

Mon, 11 Apr 2022 17:20:00 GMT

CPHR Alberta collaborates once again on the Workforce Forward Conference

Fri, 08 Apr 2022 13:51:00 GMT

Addressing Systemic Diversity Challenges Within Your Organization: From the perspective of an I/O Psychologist

Tue, 05 Apr 2022 15:08:00 GMT

FCPHRs – Leading organizations in positive change

Mon, 04 Apr 2022 23:36:00 GMT

04 Apr 2022 56 Test LinkedIn Twitter Nominations for the CPHR Alberta Fellowship Award (FCPHR) are now open. Do you know the perfect candidate? The Fellowship Award is a prestigious honourary award that recognizes chartered members who have made exemplary contributions to the profession. Recipients of the award are granted recognition as a Fellow Chartered Professional in Human Resources (FCPHR). We are looking for chartered members who have led their organization in positive change. Someone with an unwavering commitment to the profession and the development of HR professionals. If you know a friend or colleague who exemplifies any of the follow attributes please consider nominating them today. Qualifying attributes: A visionary who personifies the HR profession. Advocates on behalf of the HR profession to Government Policy Makers. Active in developing, sharing, and promoting innovative HR ideas, policies and practices. Services local, provincial and or nation HR Associations. Services the broader HR community through mentorship or volunteer work. Help us to support the HR profession by acknowledging and celebrating those who have paved the way for future HR professionals. Let’s promote those who have changed the face of the profession, positioning CPHRs as the strategic leaders needed for organizational success. To obtain a nomination form please contact Heather McMaster or visit www.cphrab.ca/FCPHR for more information.

CPHR Alberta Career Center – Now Available with Single Sign-On!

Thu, 31 Mar 2022 23:41:00 GMT

Harassment in the Workplace Toolkit for HR professionals in Alberta

Tue, 15 Mar 2022 17:51:00 GMT

Who Takes Care of HR’s Mental Health?

Fri, 04 Mar 2022 14:58:00 GMT

Why Robust, Safe and Respectful Workplace Policies are an Essential Prerequisite to a Successful DEI Program

Mon, 21 Feb 2022 22:13:00 GMT

Pink Shirt Day – The Connection to Bullying in the Workplace

Mon, 21 Feb 2022 21:57:00 GMT

CPHR Alberta Invitation to Bid – CEO Search

Thu, 17 Feb 2022 00:51:00 GMT

16 Feb 2022 51 Test LinkedIn Twitter - on behalf of the CPHR Alberta Board of Directors Following our previous communications, the CPHR Alberta Board of Directors is now following a thoughtful action plan to support the CPHR Alberta operations and prepare for the recruitment of the CPHR Alberta CEO position. Our first step is to engage the expertise of an executive search firm. In order to fill this role, we are extending an invitation to bid. The Board will be thoughtful in our firm selection and are confident that this process will support us in finding a strong candidate. You can download the invitation to bid here. If you have questions regarding the CEO search or submitting a bid for the executive search please reach out to chair@cphrab.ca

CPHR Alberta Announces Partnership Renewal with Gallagher (formerly Optimum Talent)

Thu, 10 Feb 2022 23:04:00 GMT

11 Feb 2022 108 Test LinkedIn Twitter February 11, 2022 CPHR Alberta is pleased to announce that we have renewed our partnership with Gallagher (formerly Optimum Talent) for 2022 to continue bringing professional development and networking opportunities to our senior and executive members. Through our Executive Breakfast Series, we will continue offering sessions focused on relevant and timely issues that you face as senior HR leaders. The Executive Breakfasts will continue at no cost, and while our first event of the year will be virtual, we are hopeful that we can once again meet in person for future events in 2022. Gallagher’s Benefits and HR Consulting division in Canada delivers a comprehensive approach to benefits, career transition, compensation, retirement, executive search, employee communication, leadership assessment and development, and workplace culture: Gallagher Better WorksSM. It aligns an organization’s human capital strategy with its overall business goals and empowers employers to face the future with confidence. The 2022 Executive Breakfast series schedule will tentatively address: Succession Management, Psychological Safety and Canadian Standards, Diversity and Inclusion, Compensation and Hybrid Work. Thank you to all who attended our 2021 Executive Breakfasts, for your continued support of the association and engagement in the profession. Together with Gallagher, we look forward to developing a strong community of Executive Members through the Executive Breakfast Series. Our first Executive Breakfast will take place on March 8 by formal invitation. If you wish to learn more about this series, who qualifies or how to attend, please contact ceo@cphrab.ca To learn more about Gallagher visit www.ajg.com/ca

CPHR Alberta Operational Changes

Tue, 08 Feb 2022 19:46:00 GMT

Engaging Employees During Disengaged Times

Tue, 08 Feb 2022 19:14:00 GMT

CPHR Alberta Career Center, now open!

Thu, 03 Feb 2022 18:56:00 GMT

Lead Alberta’s HR Professionals at the CPHR Alberta Annual Conference

Tue, 01 Feb 2022 21:52:00 GMT

How to Foster Inclusive Climate to affect Engagement and Attrition

Tue, 25 Jan 2022 18:12:00 GMT

Inclusive Language: What Is It and How Does It Impact My Workplace?

Tue, 25 Jan 2022 16:48:00 GMT

Two Moves Ahead - Chess and HR

Tue, 25 Jan 2022 16:02:00 GMT

NEW YEAR, OLD RESOLUTION: Focus on your priorities in 2022

Wed, 19 Jan 2022 20:28:00 GMT

New Association Chapter

Wed, 19 Jan 2022 17:17:00 GMT

20 Jan 2022 131 Test LinkedIn Twitter It is with great excitement that we announce, CPHR Alberta will formally recognize our members to the north in our newest Chapter, the Northwest Territories and Nunavut Chapter. As an Association this marks our 8th chapter within the jurisdiction. Our new chapter is a result of the tireless efforts of those who advocated for the Chapter and the Exploratory Committee for their work to better represent our northernmost members and their interests as HR professionals within the Association. Congratulations and thank you for all your efforts in bringing this initiative to life. In the months to come, the Association will be working to establish a NWT and Nunavut Chapter Committee and our new chapter members will have an opportunity to apply. The committee is an important step in ensuring the region is represented appropriately and receiving the support and resources required to continue growing and engaging members. As a feature of our new portal, members will be automatically joined to our new Chapter based on their postal code. If you reside in the NWT or Nunavut region and are unsure if you have been added to the new Chapter please contact our Member Engagement Coordinator, Nicole Bourgeois. We are looking forward to working with our new Chapter members in 2022!

HR Virtual Roundtable – February 1, 2022

Mon, 17 Jan 2022 21:04:00 GMT

17 Jan 2022 50 Test LinkedIn Twitter The HR Virtual Roundtable is a monthly opportunity to connect with other members and talk about current topics in HR. The roundtable is a structured conversation on a current topic, offering members a chance to talk to their peers for ideas, information, and inspiration. We ask everyone who attends to respect the confidentiality so that people can feel more comfortable to ask questions and discuss their own situations. Our next roundtable will be held on Tuesday, February 1 at 4:30 pm, with volunteer host Janice MacPherson, Joint Principal with AccessHR Inc. With the new year upon us, what are some ways that employers are looking to engage employees and ways for employees to connect with colleagues. The discussion questions for the HR Virtual Roundtable will be: How do employers engage employees who are working remotely? How do you build comradery and provide opportunities for employees to connect with remote or hybrid work? What impact has the pandemic had on the social aspect of your workplace, and what is the impact? What plans does your organization have to reconnect teams in 2022? Participants will be split into meeting rooms on Zoom to share ideas and information. It goes without saying that confidentiality and the willingness to share are key to the success of this event. This roundtable event is limited to 40 CPHR Alberta members to ensure quality participation for all. Register today!

Exploring the CPHR Alberta Portal

Fri, 07 Jan 2022 14:32:00 GMT