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Are you our next conference host?

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May 2022
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A casting call for the cpr alberta annual conference

 

We are looking for our next conference host, and it could be you!

This year’s Annual Conference: Engage 22 will be a hybrid event, taking place in-person and virtual, creating one connected experience. Join HR practitioners from across the province as we focus on current challenges facing the profession amidst the new normal. How HR strategy plays a crucial role in keeping employees informed, engaged and ready for the future of work . 

The conference will span over two days with the focus on day two offering both in-person and virtual attendance options. Our in-person experience will be hosted at Hotel Arts in Calgary.

September 26 will feature pre-conference learning, poolside welcome reception and the presentation of the CPHR Alberta Excellence Awards in the evening. The successful member will be hosting both conference days as well as the awards ceremony.

Host Expectations

This role will include work leading up to both the Excellence Awards and Conference Day, including but not limited to:


Pre-event Work

The host must be available to respond to questions from CPHR Alberta staff and/or to receive updates from CPHR Alberta staff prior to the conference. The host may be requested to create video content for social media directed by the Conference Manager and/or Marketing Manager. The host is expected to familiarize themselves with the online conference platform.

On-site Rehearsals (September 25 and 26, 2022) TBC

Available to run through Conference and Awards activities and schedule, testing of online platform and other technology and confirmation of host’s role and expectations during the events. Rehearsals will occur at Hotel Arts in Calgary.

On September 26, 2022, at the CPHR Alberta Excellence Awards

  • Welcoming attendees & nominees to the awards ceremony
  • Introduce or interact with sponsors
  • Provide energy and flow
  • Close the CPHR Excellence Awards

On September 27, 2022 at Engage 22

  • Welcoming attendees to the conference and provide an overview of the day and online platform for virtual attendees
  • Introduce the opening keynote and lead a live Q&A session with the keynote at the end of his/her presentation
  • Guide attendees into sessions throughout the day
  • Introduce interactive presenters during breaks throughout the day
  • Provide energy and flow throughout the day
  • Close the conference and announce prize winners

Key Dates and Timelines

Audition Submissions: May 30 – July 13, 2022
Call back and host interviews: July 19 – 21, 2022
Rehearsal Dates: September 25-26, 2022 (to be confirmed)
CPHR Alberta Excellence Awards: September 26, 2022
Annual Conference: Engage 22: September 27, 2022

We are looking for someone who can engage with our audience and is quick on their toes. CPHR Alberta will arrange accommodations and compensate for mileage, food and beverage if the host is from a city outside of Calgary. Compensation for hosting will be discussed with the individual selected.

Someone who is energetic and professional is looking for an audition

How to Submit Your Application - It's simple!

  1. Record your audition and save it as an MP4
  2. Send your audition via email to Jessica Greenway ( jgreenway@cphrab.ca ) by July 13, 2022
  3. Have experience hosting or emceeing an event, podcast other media? If so, please provide a recording and or references. (Please note this is NOT a requirement)

 

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.



Western Canada HR Students Compete at HRC West Case Competition 2025

By Marina Perkovic • March 24, 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.

An Update from your Board of Directors – March 2025

March 21, 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 March 15, 2025, and the Board’s key messages are as follows:  CPHR Alberta continues to advance the strategic priority to become a self-regulated association, supported by proposed amendments to Alberta's Professional Governance Act. This continues to be a priority for operations over the next year. We encourage you to join us at the 2025 Annual General Meeting (AGM) on Friday, May 9, 2025, to hear more about self-regulation. The Board approved the audited financial statements for the fiscal year ending December 31, 2024. Based on observations from the independent auditor, the association has effective reporting and control processes in place in addition to appropriate reserves for financial sustainability. Audit financial statements will be available in the 2024 Annual Report, distributed to members alongside our AGM Notice of Meeting in April. CPHR Alberta has launched an innovative new program for senior HR leaders working in executive-level roles, speaking to how the association is elevating the reputation of CPHR's and provided targeted professional development for HR professionals working at all levels in organizations. CPHRs can apply for the Executive Program by completing our application here. CPHR Alberta has aligned with CPHR Canada to approve mutual recognition with the Chartered Institute of Professional Management (CIPM) Nigeria and CIPM Sri Lanka. Learn more about the MRA here. The next Board meeting takes place in June 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!

Fostering Neurodiversity in the Workplace

By Marina Perkovic • March 20, 2025
Why is Embracing Neurodiversity in the Workplace Essential? Innovation and creativity start when we bring together different perspectives. Diversity, however, is not just about race, gender, or background - it encompasses the diversity of our minds. As we celebrate Neurodiversity Week, it is an excellent time to reflect on how embracing neurodiversity in the workplace is not just a positive concept but a transformative approach. What is Neurodiversity? Neurodiversity acknowledges that neurological differences, such as autism, ADHD, dyslexia, dyspraxia, Tourette syndrome, and others, are natural variations in how our brains function. These variations bring unique strengths and abilities. How to Build a Neurodiverse-Friendly Workplace? Creating a welcoming workplace for neurodivergent employees isn't just about recruiting them—it's about making them feel appreciated, supported, and feel comfortable to be themselves. How can we create an inclusive workplace? 1. Cultivate Awareness and Understanding One of the biggest barriers that neurodivergent individuals have is misunderstanding. Ongoing education for employees and managers about neurodiversity is crucial to reduce bias and foster a culture of empathy and acceptance. Awareness goes a long way toward making someone understand and support them. 2. Provide Opportunities for Career Development Provide training and development programs, as well as providing mentorship and coaching to empower neurodiverse employees reach their full potential for promotion and advancement. 3. Offer Flexibility and Support Implement flexible work arrangements, including remote work and adjusted hours, to accommodate varying energy and concentration levels. Ensure clear and consistent communication. Provide options for how information is consumed and processed. The Benefits of Neurodiversity: Individuals with autism may have strengths in pattern recognition and detail orientation. Individuals with ADHD may thrive in dynamic environments and excel at creative problem-solving. When organizations value these diverse abilities, they unlock innovation, fresh perspectives, and a competitive advantage. Embracing neurodiversity is not only ethically sound but also strategically advantageous: Enhanced Innovation: Diverse cognitive styles lead to groundbreaking ideas. Improved Problem-Solving: Varied perspectives yield robust solutions. Increased Productivity: When employees feel supported and included, they perform optimally. HR Leaders, It's Time to Take the Lead HR professionals have a critical role in influencing workplace culture. By making neurodiversity a priority, HR departments can create spaces where all employees can thrive. During Neurodiversity Week, let's move beyond awareness and take action. Let's build workplaces where every individual is valued, where diversity is a strength, and where innovation is paramount. Let's create a more inclusive and equitable future.
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