2022 CEO Year End Message

21
Dec 2022
157
A woman wearing glasses and a black jacket is smiling in a circle.

Author: Ioana Giurca, CEO, CPHR Alberta

Click here to watch or listen to the CEO message on video.

What an incredible year 2022 has been for the association and I am honoured to be sharing this year’s CEO message with our stakeholder community. As the new CEO of CPHR Alberta, I have seen the association in a different light the past several months and I am inspired by our members and team daily.

Our member first philosophy continues to be our driving force as an operational team, and with that philosophy in the forefront of our minds we have been able to deliver some truly unique opportunities this year.

For a full year now, we have continually rolled out improved process for members through our new member portal. The increased activity we have seen within the portal in recent months has reafirmed the hard work that was required to launch the system. There are still some areas that require attention and work to ensure we attain the seamless, easy and all-inclusive experience we are seeking for our members. Please note that our team is working hard to complete these.

In February of 2022, we launched the CPHR Alberta Career Center. This new platform has allowed us to increase our reach, bringing in job opportunities from around the country as organizations seek hybrid and remote workers along with our provincial hires. We have increased our number of job postings and as a result increased our revenue allowing us to better support association programs and learning opportunities. The career planning services, and resume uploading have also been an added benefit for members.  We are eager to see the growth of the Career Center into 2023 and the opportunities it brings our membership.

Moving back to in-person meetings and events has been an exciting process and one our team has managed with grace as they consider logistics, pricing and safety of our members. This year we were able to bring our members together in-person for our mingles and smaller group professional development sessions including our Executive Breakfasts. Our capstone event of the year, our annual conference, was a large success as we brought members together both in-person and virtually for our first hybrid event. With over 500 combined attendees we delivered a two-day experience that included the presentation of our 2022 Excellence Awards, networking opportunities, concurrent sessions, keynotes speakers, a meeting  with the Board of Directors and more. We look forward to delivering another hybrid event next year in Edmonton.

To ensure we are protecting the best interest of the public, members are required to focus on continuous education amongst other areas such as ethical standards. To support this initiative and prepare our members for successful careers in human resources, CPHR Alberta delivered eight certificate programs in 2022 including Workplace Investigations, Executive Compensation, Organizational Change Management, Negotiations and Conflict Resolution and Project Management. In addition, we introduced new PD offerings for our members in the Northwest Territories and Nunavut.  

Our regulatory competencies and ethical standards have also seen a review the past year with changes to both our competency framework and EVA. The updated CPHR Canada Competency Framework was announced in late 2021 and was used as the basis for the National Knowledge Exam in 2022. In 2023, the Experience Validation Assessment will follow the updated framework and the number of competency examples required to pass the EVA will be changed from 12 to 8.

To ensure we are meeting these standards and the needs of our members we administered five short member survey’s throughout 2022.  I want to thank all of our members who participated, your feedback supports us with offering the right services. We had 867 individual members respond over the five part survey with the highest engagement on professional development and membership value sections. When asked what one word would be to describe CPHR Alberta, our two most popular answers were Professional and Informative! In 2023, we look forward to continuing to deliver in those same ways while ensure we gain ground in being educational, cost-inclusive and community centred.

An important strategic priority for the association and the CPHR Alberta Board in 2022 was our continued pursuit of self-regulation. Our journey thus far has led us to a point of review and as such, feedback from our membership. In the fall, our Board of Directors held an open event for members at the annual conference to learn more about the status of our application and the impact self-regulation  would have on the association and you as members. The development of our Self-Regulation Brochure and Petition were created to support awareness of the importance of self-regulation. We continue to ask for your assistance by signing our petition and completing the self-regulation question during your dues renewal through our Good Character Attestation form. Please take a moment to read our message from the Board, available now on our blog for more details.

As we continue to build awareness for the association and the designation amongst government and the private sector within our jurisdiction, our membership numbers continue to grow. As of December 5, 2022, CPHR Alberta has 6,073 members and 2,996 designates, an increase of 2% from 2021. The increases in members have also been impacted by the 2022 CPHR Canada Awareness Campaign and  CPHR Alberta’s Accredited Student Member Growth Campaign. It is through this campaign that we look to brighten the future of the profession by investing in the next generation of HR professionals, and building a pipeline of success for the association and supporting the growth of the CPHR designation.

With the continued growth of the association and our healthy financial situation, I am happy to share that membership dues have not increased since 2019 and they will remain the same in 2023.

Planning for 2023 has already begun, and as we continue to support our members with our regular programs and learning opportunities we will also turn our efforts towards our continued pursuit of self-regulation, growing our membership and bringing awareness for CPHR Alberta and the designation to the business community within our jurisdiction.  

Thank you to the CPHR Alberta Board for their support and guidance this year. Our board chair, Lisa Watson has shared a message for our members now available on our news blog. And thank you so much to all our volunteers!

On behalf of CPHR Alberta, I wish all of you a very joyful holiday season and a happy new year.

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 Halo Effect at Work: When First Impressions Cloud Fair Judgment

By Jessica Jaithoo • August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?

Mental Health in the Agriculture Industry

By Jessica Jaithoo • August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.

CPHR Alberta’s Commitment to Supporting Reservists

By Jessica Jaithoo • August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
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