Two Moves Ahead - Chess and HR

25
Jan 2022
261
A person is holding a chess piece over a chess board.

Author: Serena Pawluk

TWO MOVES AHEAD – CHESS AND HR

It’s January. A fresh month, in a fresh year. Optimism skyrocketing. New goals being set. New Year’s resolutions being thrown around amongst friends on social media platforms for all to see. The pride. The joy. The determination.

Then “it” creeps up.

What starts out as a very faint pastel, develops into a hint, intensifies, and eventually transforms into Cloverdale Paint tint #426F8F – aka Blue Monday. The most depressing day of the year. But why? Let’s jump in our fictional “DeLorean” and go back to the previous December to explore how many individuals end up here.

Each year, the holiday season brings feelings of warmth, joy, love in the air. We find ourselves embracing the spirit of the holidays. We all seek to find that perfect gift for that someone dear to our heart. Some may have shopped online, clicking “next” over and over again (like the stereotypical single person seeking out their soulmate swiping right on a dating app) until that perfect gift idea finds itself in the “cart”. Some went to the mall, wandering store to store in search of their prized gift. Whether we are in-person smiling back at a festive cashier, or nose deep into a page on Amazon; when it comes time to pay, many of us turn to that one source - the “provider” - capable of offering means to obtain that special gift. That provider has a name. Have you guessed it yet? You get a gold star and a solid pat on the back if your answer is *insert drum roll here*… “The Credit Card”. 

A GAME OF CHESS - CHECK

Shopping with a credit card can be compared to a game of chess. The first move seems simple and harmless, but if you are not careful, before you know it, your king will be in danger or even, checkmated. What you do now will affect you later. In an article written by CBC Senior writer, Pete Evans, he writes “At the turn of the millennium, Canadians owed a total of $13.2 billion on the credit cards. By February 2020, that figure ballooned to $90.6 billion”. [i] Getting a handle on credit card debt is important but may seem difficult to achieve. Once an individual has fallen victim to the sweet, alluring calls of the ease of use of “The Credit Card”, it can be difficult to pull back out of debt. This is when it becomes necessary to be proactive: open Google, research debt relief companies, and make a phone call to a resource that offers debt relief counselling. So, what should you look for in a debt education and counselling service provider? For starters, they should have the newest, shiniest, MOST INNOVATIVE and PROVEN tools. Tools that will help mold, shape, and revolutionize the corporate wellness HR Packages.

THE CHESS GRANDMASTER

In this scenario, your opponent, “Debt”, is a Chess Master. As a HR Professional, your role is already comparable to a chess master. But better. You are a Chess Grand master. Always a step or two ahead in your industry ensuring you find and offer your employees exceptional employee/corporate wellness programs. Such programs are important for the employer as they help in improving recruitment, increasing retention, and reducing absenteeism. They are also essential for the employee in not just maintaining mental health but improving it. Since the arrival of the COVID-19 pandemic, so many employees’ mental health has been hit hard on a global scale. Providing meaningful wellness programs for them is paramount. Legal, Identity theft, and debt issues are an important matter that affects both the employee and the employer. The demand is growing for affordable access to all but finding a “one size fits all” program that handles all three of these is difficult. It may seem impossible, but it isn’t.

GAME PIECES - THE KNIGHT

Like every good “fairy tale”, there is always a prince charming offering that “happily ever after” or a knight in shining armor offering that feeling of safety, protection, and security. The Knight is also an important piece in chess over and across other pieces to protect the King (in this case, the employees). Without further ado, let’s go on a quest together to find our Knight.

There is a substantial benefit in joining forces with the right “Knight” that will provide employees of corporations (families & individuals) access to legal, ID theft restoration / monitoring, AND credit counseling / education resources. Protecting your employees and their families by seeking advice from professionals in these areas can mean all the difference. A broad corporate and employee wellness program can be pivotal.

Let’s face it. Lawyers are involved in our stages of life. [ii] When we plan a wedding, there are contracts and documents to read (DJ’s, caterers, travel agent). When we have children, an estate planning kit is in order. Those children unavoidably become teenagers with a driver’s license. Setting in place the right corporate wellness provider can extend peace of mind for employees. Knowing that if their teenager was ever pulled over, they have access to contact a professional they can rely on. These same children may get bullied at school. Lawyers can help ensure the child’s rights are protected.

When it comes to Identity Theft, we no longer live in a world of “if” it will happen, but rather, “when”. Hackers are industrious; capable of finding innovative ways to seek and locate your personal information; sniffing out every opportunity to hijack your data. [iii] The good news: “when” the hacker is successful in stealing our identity, your employees have access to a Private Investigator AND a lawyer to help combat this disaster.

Let’s return to the topic of debt (and for this article, also known as our “opponent”).

When there is a corporate wellness group benefits plan in place with the combination of legal and Identity theft protection, employees gain exclusive access to one-on-one education to help them understand their credit rating and actions that are likely to have an impact on their credit score. [iv] Additionally, the provider law firm can offer legal consultation on the laws surrounding credit scores and lending as well as draft letters on the employee’s behalf and review documents up to fifteen pages for them. They also receive the help of our Identity theft specialists when someone steals their identity. We are now equipped with enough information that we can now setup our final move.

ENDGAME

Thankfully, YOU are a Grand Master.  Time to put your endgame in motion. Much like chess is a battle, weaponizing your Queen (Your Corporate Wellness program) is the crucial piece in ensuring the safety of your King (your employees).  

The World of benefits is evolving. Safeguarding the mental health of your employees and their families is critically important. A robust Corporate Wellness Program that includes Legal, ID Theft restoration & monitoring, and Credit education & counselling services are important on your employee’s chess board of life. As a Chess GrandMaster, going to battle with your Knights and Queen by your side, protecting your community of loyal subjects (AKA your King).

CHECKMATE.

[iii] Take Control of your Privacy with IDShield Video - https://ls-info.com/res/11331/48578?source=web

[iv] LegalShield plus IDShield dual plan webpage - https://teampawluk.wearelegalshield.ca/legal-identity

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About the Author:

Serena Pawluk is a director with LegalShield Canada & focuses mainly on the business-to-business side of the organization. Serena was originally introduced to LegalShield in 2015 while working at an insurance company. She quickly discovered that what LegalShield offers fell in line with her personal beliefs that legal help should be within the reach of everyone regardless of demographic. The insurance company is very limited in what they can offer. Serena made the choice to become exclusive with LegalShield so that she could help not only families, but small business owners and employees of companies.

To add more value for her clients, she became licensed as a Commissioner for Oaths in June 2020. Serena was born and raised in Alberta. One of her proudest accomplishments is her partnership with the Alberta Chambers of Commerce. Dollars from partnerships are reinvested back into the community, providing sustainability and growth.

Finally, what Serena does best is help you live more, so you can worry less.


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 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.



Navigating Mental Health in the Workplace Amid Political Uncertainty

By Jessica Jaithoo • October 24, 2025
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.

Making Waves & Inspiring Connections in Our Mentorship Community of Practice

By Jessica Jaithoo • October 23, 2025
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

By Jessica Jaithoo • October 16, 2025
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.
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