Understanding the Code of Ethics: What You Need to Know
31
Aug 2023
295
Author : Erica Blain, Director, Professional Standards, Registrar, CPHR Alberta
CPHR Alberta has two sets of guidelines that help to direct our Chartered Members in their work as an HR Professional. These guidelines are covered in the Code of Ethics and Standards of Professional Conduct. In line with other professional associations, CPHR Alberta’s standards and code are directed towards upholding its members’ ethical conduct and protecting the public, first and foremost. It is also concerned with achieving skilled and appropriate conduct within the profession. It is a hallmark of a profession when its members have voluntarily accepted this responsibility and duty to the public - as CPHR Alberta members have done.
The willingness to accept this duty to the public stems from the reliance of the public, generally, and the business community, in particular, on sound and competent advice on business affairs that include the complex nature of people. The importance of that advice imposes special obligations on the HR profession and firmly establishes the profession’s social usefulness.
The Code of Ethics
The Code of Ethics section is broken down into seven sub-sections that cover all the areas that an HR professional should consider when writing policies, creating processes, hiring new recruits, performance managing teams and in every aspect of their work.
These seven sub-sections are as follows:
Competence
HR practitioners must maintain competence in carrying out their responsibilities and provide services honestly and diligently. They must ensure that activities engaged in are within the limits of their knowledge, experience, and skill. When providing services outside one’s level of competence or the profession, the necessary assistance must be sought to not compromise professional responsibility.
Legal Requirements
HR practitioners must adhere to all statutory acts, regulations and statutes that apply in their jurisdiction related to the Human Resources field. They must not knowingly or otherwise engage in or condone any activity or attempt to circumvent the clear intention of the law.
Dignity in the Workplace
HR practitioners support, promote and apply the legislative requirements and principles of human rights, equity, dignity, and respect in the workplace, the profession and society.
Balancing Interests
To the best of their abilities, HR practitioners must strive to balance organizational and employee needs and interests in the practice of their profession.
Confidentiality
Human Resources practitioners must hold in strict confidence all confidential information acquired during the performance of their duties and not divulge confidential information beyond those individuals required within the ordinary course of duty unless required by law and/or where serious harm is imminent.
Conflict of Interest
HR practitioners must either avoid or disclose a potential conflict of interest that might influence or be perceived to influence personal actions or judgments.
Professional Growth and Support of Other Professionals
HR practitioners must maintain personal and professional growth in Human Resources by engaging in activities that enhance the credibility and value of the profession.
The second part, the Standards of Professional Conduct
, are derived from the seven ethical principles of the Code of Ethics. When the two are taken together, they ensure that HR professionals deliver on the special obligations entrusted to members. These standards outline specific duties that will ensure the effectiveness and relevance of the advice provided by CPHR Alberta members. The public has a reasonable expectation that a member will carry out these duties with utmost diligence. These duties are as follows:
- Duties when employed by organizations
- Duties when managing or supervising others
- Duties when representing an individual or organization
- Duties when acting as an independent consultant
- Specific duties while carrying out an engagement
- Specific duties regarding professional liability insurance
- Specific duties regarding fees
- Specific duties regarding advertising and endorsements
The Code of Ethics and Standards of Professional Practice should be understood and followed by all members of CPHR Alberta. The Code is applied explicitly to Candidate Members and Chartered Members, who are the only members subject to the Complaints and Discipline Process. CHPR Alberta will receive and accept complaints from the public about confirmed Chartered or Candidate members.
The Code of Ethics and Standards of Professional Practice were put in place for two main reasons:
- To protect the public
- To educate HR Professionals
By having these guidelines in place, HR professionals are better equipped to keep employees and organizations safe, healthy, productive and free from legal or people concerns.
The Code of Ethics really acts as a source of assurance of the profession’s concern for the public it serves and the practice of HR within ethical principles, while the Standards of Professional Practice act as a guide to the profession and the conduct of its members.
The public can feel better knowing that there are ethical, legal and safety obligations that an HR professional has agreed to follow, while employers know that their HR professionals are up to date on laws, best practices, current trends and rules. Finally, the Code and Standards act as the basis for the Complaints and Discipline Process so the public has an avenue to file concerns they may encounter with their HR professional.
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.
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!
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.
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