Western Canada HR Students Compete at HRC West Case Competition 2025

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.

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.



An Update from your Board of Directors – September 2025

By Jessica Jaithoo • October 7, 2025
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. 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 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

By Jessica Jaithoo • October 7, 2025
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

By Jessica Jaithoo • September 29, 2025
Author: Ada Tai, MBA, CPHR, SHRM-SCP I’ve been watching the pace of corporate restructuring accelerate this year, and it’s striking how no sector seems immune. ConocoPhillips is reducing its global workforce by a quarter. Intel is preparing to slash 24,000 jobs in one of the largest shake-ups in its history. Salesforce is eliminating 4,000 positions as it doubles down on its AI strategy. Paramount Skydance, fresh off its blockbuster merger, is shedding up to 3,000 roles; while Hudson’s Bay, a retailer that’s been part of Canada’s identity for more than 350 years, is closing its doors and letting go of more than 8,300 employees. Add to that layoffs at Starbucks, Amazon, PwC, Burberry and even Recruit Holdings, the parent company of Indeed and Glassdoor 1 , and the picture becomes clear: we’re in the middle of a global restructuring storm, where technology, cost pressures, and shifting markets are re-writing the rules of work. In my recent conversations with business leaders, one theme keeps surfacing: many are contemplating a restructuring of their own. However, they’re not just looking to cut costs; they’re seeking a clear strategy. That’s what this guide is about: how to prepare for restructuring with purpose, clarity, and humanity. Step One: Define the "Why" Restructuring is one of the most complex decisions a company can make. Done poorly, it can destabilize operations and damage culture. Done well, it can reset the business for future success. The starting point is always the “why.” What problems are you solving? Common drivers include: Financial distress - Reducing costs and/or improving profit margin to stabilize the business Market changes - Pivoting toward new products, services, or geographical territories Technology shifts - Re-organizing to adopt AI, automation, or other innovations Efficiency and competitiveness: Streamline structures or flatten hierarchies The objectives must be specific, measurable, and aligned with the company's long-term vision. This "why" is the foundation for the entire plan and is essential for communicating with stakeholders. Step Two: Define the “What” Once the purpose is clear, organizations can proceed to define the scope. Which functions are absolutely critical to preserve? And which areas could be restructured, consolidated, or phased out? This stage is about mapping priorities. In my work with clients, I often find that once they clarify their non-negotiables, the rest of the plan comes into focus much more easily. Step Three: Plan the “How” Too often, companies jump straight to layoffs, but effective restructuring requires scenario planning. Before jumping to layoffs, I’d advise businesses test different options to see which will lead to the best results for their company. This might include a hiring or salary freeze, reduced hours, offering voluntary exits, retraining employees, or re-deploying talent to new roles. Each option carries different financial, operational, and cultural impacts. Running these scenarios before making cuts prevents costly missteps.  Equally important: restructuring can’t be run by a single department in isolation. Organizations need a cross-functional team of leaders, supported where needed by external advisors who bring objectivity and specialized expertise.
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