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.



2025 Year-End Message - Geordie MacPherson

By Jessica Jaithoo • December 17, 2025
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

By Jessica Jaithoo • December 17, 2025
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

By Jessica Jaithoo • December 4, 2025
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. 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 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!
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