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.



Layoffs Are Inevitable, Abandoning People Isn’t

By Marina Perkovic • July 15, 2025
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. 

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

By Marina Perkovic • July 10, 2025
The countdown to the CPHR Alberta 2025 Conference has officially begun!

An Update from your Board of Directors - June 2025

By Marina Perkovic • July 9, 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 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!
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