Celebrating Incredible Women in the HR Profession!
The theme for International Women’s Day this year was “Invest in Women: Accelerate Progress”. According to the Government of Canada “it is a call to action and a reminder that gender equality is one of the most effective ways to build healthier, more prosperous, and more inclusive communities. We all have a role to play in building a future where everyone can reach their full potential. It is time to act – because women’s success is everyone’s success.” 1 While it is also Women’s History Month in the United States, but we decided to utilize the momentum to feature women within our community who have been contributing to the success of the HR profession.
We are honoured to work alongside many of these individuals and to be a part of their story. Read on to learn about their experience, the advice they have for aspiring young women and quotes they live by.
Ioana Guirca – CEO, CPHR Alberta
Experience in Leadership as a Woman
“My journey into leadership has been a blend of experiences, opportunities, and leaders that inspired me along the way. I am immensely grateful for every aspect of my journey that has helped me grow and shaped me into the person I am today. I cherish the valuable lessons learned from the exceptional leaders I’ve had the privilege working with in my professional journey, as well as the challenges that have strengthened me. Each experience, whether smooth or challenging, has contributed to my growth, and I’m a true believer in always being open to learning.”
Advice for aspiring young women
“Prioritize a practice of self-care and self-appreciation. I firmly believe that caring for oneself is the foundation for caring for others effectively. Seek out the positive aspects in every situation and don't hesitate to express them openly and confidently.”
Favourite Quote
“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
-Maya Angelou
Lisa Watson – CPHR Alberta Board Chair
Experience in Leadership as a Woman
“Early in my career, I had few female mentors and was often the only woman on the leadership team in male dominated industries. As a young lawyer, I was told by a judge in court that they would not listen to me if I was wearing pants. I struggled balancing my family commitments with 7:30am meetings when I was dropping kids off at daycare. Flexibility and balance were unspoken, and I thought that the only way to get ahead was to act like a man. Things couldn’t have been further from the truth. After seeking out female mentors and observing the great qualities of amazing leaders, I learned to lean in to being a woman in leadership, and to demonstrate strength with grace and kindness, and to leverage the diverse perspectives of everyone at the table, male or female. Flexibility, inclusion and belonging are now important topics of conversation, and progress has occurred, albeit slowly, and further progress is required to support women in the workplace and truly leverage the great strengths and attributes that they contribute to an organization’s success.”
Advice for aspiring young women
“Lean in to your career. Re-imagine work experiences and opportunities as a jungle gym rather than a ladder. Take risks and try new things even if they scare you. Be curious, ask great questions, listen more and speak less. There is no such thing as work-life balance – it is all life. Don’t get so busy making a living that you forget to make a life. Get over the guilt of being a working parent, or prioritizing your personal life. Surround yourself with champions, both men and women. Be kind – to others and to yourself.”
Favourite Quote
“A brave leader is someone who says I see you. I hear you. I don’t always have the answers, but I’m going to keep listening and asking questions.” - Brene Brown
Karen Krull – HR Leader, CPHR Alberta Board Director
Experience in Leadership as a Woman
“It's been highly rewarding to grow to a senior executive level and it's not been a solo accomplishment. I've had many mentors and leaders who have contributed to my path, many incredible teams that climbed mountains with me, and my family, who has supported me. Leadership isn't a journey that takes a straight line, either. As a female, taking time off for a family and parenting two kids with disabilities, it's been a challenge at times. However, these aspects of my life have also made me a better leader, with deep empathy, and a focus on equal access to opportunity for all. I now see that my life's work is to remove barriers to success, and it's because of my kids that I have this focus.”
Advice for aspiring young women
Be true to yourself, even when it's hard. When you try to fit into a culture or organization that doesn't align with your values, it shows in the work, it shows in your resiliency, and it can take a toll on your health. When you have the alignment of your values and your work, it's where you can shine and elevate others. Don't be afraid to ask for help, reach out, be open to feedback, and take advantage of the lessons others have. I'm learning so much from HR professionals who are new to the field, they have tremendous insight and passion for HR - it's immensely energizing.
Favourite Quote
“People will always remember how you made them feel, not what you did.”
Katherine Salucop – Executive Director, Human Resources Division with Edmonton Police Service,
CPHR Alberta Board Director
Experience in Leadership as a Woman
I have worked in the HR profession for twenty years, in progressively responsible roles, moving from an individual contributor into senior level leadership roles. My experience extends to both public and private sector, where, like many organizations, have a much larger proportion of male to female employees… this disparity has been particularly true as I moved into more senior level roles. I was fortunate throughout my career to find myself working for or alongside some strong women in leadership roles who I could learn from. Watching them in action was a great way for me to understand and learn how to navigate not only the dynamics of increasing leadership responsibility, but also the nuances that come with being someone who brings a unique or different perspective to the table. I both saw and experienced how those differences can both be appreciated or viewed negatively.
Advice for aspiring young women
It take self-confidence and courage to show up at the table authentically when you may feel a need to fit a mold or standard. As a woman, including as a leader, I had to fight my own inner self talk. Fortunately, I had supporters and champions around me who pushed me to lean into my strengths and truly show up as the leader that defines me today. I have also been fortunate to have worked with leadership teams that have valued different perspectives, encouraged authenticity, and given space to put my strengths to use. As a woman, I have been branded with labels throughout my career that appeared on the face to be negative – too soft, too empathetic, too emotional, too direct, too driven. What I’ve come to learn is that these qualities, while viewed by some as negative, are the same qualities that have also enabled my success as a woman in the workplace. Because of the supporters around me, I found the might to own my story, and show how those characteristics are truly my strengths – I am compassionate, I am empathetic, I am sensitive to emotions, I have conviction, and I am action oriented. My advice for women is to support one another and be one another’s champion. If we can celebrate each other’s accomplishments and hold each other up so we have space to show up authentically, we can achieve so much more in our seats at the table.
Favourite Quote
“Grit is passion and perseverance for very long-term goals. Grit is having stamina. Grit is sticking with your future, day-in, day-out. Not just for the week, not just for the month, but for years. And working really hard to make that future a reality. Grit is living life like it’s a marathon, not a sprint.” – Angela Duckworth
Landis Jackson, CPHR, SHRM-SCP, Program Chair, Bow Valley College,
CPHR Alberta Board Director
Experience in Leadership as a Woman
“Throughout my leadership experience, I have gathered a village of support. This village has offered genuineness in their feedback – challenging me when needed, celebrating successes, and listening when I needed an objective ear. I have sought organizations that align with my values and are committed to developing their people while progressing in my career. While in leadership roles, I have intentionally hired people with different strengths who believe in collaboration. I have found great things happen in this environment. The respect that I hold for each team member is evident through my words and actions. Ethical behaviour, active listening, driving results while bringing laughter in the workplace are my personal best practices.”
Advice for aspiring young women
“Be authentic, bring your whole self to every situation, ask questions, and discover your purpose.”
Favourite Quote
“Success isn’t about how much money you make; it’s about the difference you make in people’s lives.”
- Michelle Obama
Svetlana Miftahov-Rapoport – Business Instructor, CPHR, 2023 Runner-Up for CPHR Alberta's HR Educator Award
Experience in Leadership as a Woman
"Throughout my career, I’ve had formal and informal leadership roles. But what I have truly learned is that what matters the most is our ability to lead with our passion, to lead with our purpose, to lead with our WHY.
Today, social media is bursting with never-ending quotes about leadership, and while many of them are truly inspiring, none of it matters without our intentional actions to lead. Leadership starts with the right mindset. As the famous quote goes “Whether you believe you can or you can't you are right.” I used to believe I could only lead and make a difference if I had a certain title. I also learned how fundamentally incorrect this belief is. A certain title would indeed give you more chances to have a seat at the decision-making table. But simply having a seat at the table is not enough. What truly matters is your passion for excellence and making a difference, and this is a skill, a muscle that requires discipline and hard work. To grow your leadership muscle, you must believe that you can! Your words and opinions matter and have value. Voice them, share them, and don’t stay in a shadow waiting for your “big boss title.”
Today, I lead by inspiring my students to grow personally and professionally; I lead by mentoring young professionals to start their careers; I lead by working with likeminded people to make education fun and valuable; I lead by advocating for neurodiversity in the workplace and voicing my ideas and opinions by speaking at conferences and writing articles; I lead by sharing my knowledge and experience with others; I lead by learning and developing myself every day; I lead by being authentic at all times. And you can too!"
Advice for aspiring young women
"I truly believe that the way to live a happy, fulfilling life is to know your WHY! As Simon Sinek describes it, your WHY is “the compelling higher purpose that inspires us and acts as the source of all we do.”
However, finding your WHY is easier said than done though. There are so many obstacles we (especially women) face in search of our WHY. Societal norms and expectations, stereotypical views, our own mental models… you name it.
My way to find it was to go back to my childhood and reflect on things that brought me pure joy. I asked myself what was my favourite playtime when I was little before society told me what I could and couldn’t do, what I should and shouldn’t be.
When I think about my childhood, my favourite game was teaching. I played in school with my dolls, family, and friends. I would spend hours creating lesson plans, activities, and reward cards for them. But as I can see now, what I mostly enjoyed in this process was interacting with people and observing the change in them. This reflection helped me to build my purpose statement, which is “to empower people to grow so that they can be fulfilled in their personal and professional lives.”
Today, when I look back at my professional experience, everything I’ve done so far was directly or indirectly related to teaching. I often say that my love for teaching brought me into the world of HR and HR brought me back into teaching.
I want to invite you to this beautiful journey and encourage you to take the time to look deep deep inside yourself. Your WHY is there, I promise. Just keep looking."
Favourite Quote
“The two most important days in your life are the day you are born and the day you find out why.”
Thank you to all these incredible women for sharing their experience, advice and for all that they do for our profession. We look forward to seeing what the future holds for them as they continue to thrive and inspire other women in our profession.
1 Canada, Women and Gender Equality. “Government of Canada.” Women and Gender Equality Canada, / Gouvernement du Canada, 8 Mar. 2024, women-gender-equality.canada.ca/en/commemorations-celebrations/international-womens-day/2024-theme.html.
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.
Author: Taia Northrup , 2026 Social Media Committee Volunteer Halloween is the season for haunted houses and stories that send shivers down our spines. But for HR professionals, some of the scariest situations don’t involve ghosts or goblins. They happen right within the workplace. Behind every employee experience is a workplace culture shaped by communication, leadership, expectations, and trust. Research suggests that factors such as unclear roles, unmanaged workplace stress, and limited opportunities for employees to speak up can have meaningful consequences for both employees and organizations (Hassan, 2013; Government of Canada, 2016; CIPD, 2024) This Halloween, let’s shine a light on the spooky side of HR: the workplace realities we do not always talk about. 1. The ghost of communication past Poor communication can haunt an organization long after a message is missed. Important updates get lost; expectations are assumed rather than explained, and employees are left piecing information together on their own. This results in confusion, frustration, duplicated work, and a growing lack of trust. The reality is that communication isn’t just about sending a message. It’s about making sure the right people receive it, understand it, and know what to do with it. Two-way communication also gives employees a way to raise concerns and contribute ideas, helping organizations better understand the experiences of their workforce (CIPD, 2024) 2. The never-ending zombie job description Responsibilities keep growing. Projects are added. Employees become unofficial go-to person for tasks that don’t seem to belong to anyone else. Unclear roles and responsibilities can leave employees overwhelmed, leaders frustrated, and teams working in silos. Research by Hassan (2013), examining 1,699 employees across 45 government agency office, found that great role clarity was associated with higher job satisfaction and lower turnover rates. When accountability is missing, tasks fall through the cracks, or multiple people unknowingly do the same work. Employees need clarity about their roles, decision-making authority, priorities, and how their work connects to the bigger picture. The Government of Canada also identifies clearly defined duties and responsibilities as one of the practices that supports psychological health in the workplace (Government of Canada, 2016). A job description shouldn’t be a document that comes back to life once a year for performance reviews. Expectations should evolve alongside the role. 3. The turnover vampire One employee leaves. Then another. Before long, the team is spending more time recruiting, onboarding, and training than getting work done. High turnover can drain an organization of institutional knowledge, team stability, and employee morale. And when remaining employees absorb the workload, burnout can quickly follow. But here’s the frightening part: turnover is often treated as a recruitment problem when the underlying causes may have little to do with recruitment. Employees may be leaving because of poor leadership, limited development opportunities, unmanageable workloads, lack of recognition, or a lack of clarity about what is expected of them. Research on role clarification has also identified a relationship between clearer roles, job satisfaction, and lower turnover (Hassan, 2013). 4. The haunted house of unspoken expectations Employees are expected to know what success looks like. Managers assume their teams understand the priorities. Performance reviews arrive, and suddenly, everyone discovers they’re not on the same page. When expectations aren’t clearly communicated, employees may feel blindsided by feedback, while managers become frustrated that work isn’t being completed as expected. The problem isn’t always a lack of effort. Sometimes, it's a lack of clarity. Clear expectations need to be established early and revisited often. Regular check-ins, meaningful feedback, and conversations about priorities can help prevent misunderstandings before they become performance concerns. Role clarity is also associated with greater work satisfaction, reinforcing the value of ensuring employees understand what their roles require (Hassan, 2013). 5. The burnout cauldron The team is short-staffed. Deadlines aren’t moving. Everyone is doing their best to keep things running, and taking a break feels impossible. Overtime, extra responsibilities become the norm, workloads keep increasing, and exhaustion is mistaken for dedication. Burnout rarely appears overnight. It can build gradually as employees operate in survival mode for weeks or months. The World Health Organization describes burnout as an occupational phenomenon resulting from chronic workplace stress that has not been successfully managed (WHO, 2019) Organizations need to look beyond individual coping strategies and examine the workplace conditions contributing to exhaustion. Managing workloads, supporting employee participation, and defining responsibilities are among the practices recommended by the Governent of Canada for psychologically healthy workplaces (Government of Canada, 2016) Sustainable performance requires realistic expectations, supportive leadership, and the ability to raise concerns without fear. 6. The employee engagement masquerade The survey results look good. The engagement event was a success. Everyone smiled at the team photo. But behind the scenes, employees may feel disconnected, unheard, or reluctant to speak honestly about their experiences. Social events and recognition programs can contribute to a positive employee experience. However, they cannot replace trust, fir treatment, meaningful work, and leaders who listen and follow through. Asking employees feedback, listening without becoming defensive, and communicating what happens next. When people see that their input leads to meaningful action, engagement becomes more than a survey. Research highlighted by the Chartered Institute of Personnel and Development (CIPD, 2024) suggests that employee voice can strengthen the long term benefits of effective management practices. Bringing the shadows into the light The most challenging workplace issues aren’t always dramatic. Often, they’re the small, recurring problems that go unaddressed until they become much harder to ignore. A missed conversation, an unclear responsibility, another resignation, a team that has stopped speaking up. These are reminders that a healthy workplace doesn’t happen by accident. It takes intentional communication, clear expectations, supportive leadership, and a willingness to address uncomfortable issues before they grow. This Halloween, let’s look beyond the policies and processes and pay attention to the everyday experiences shaping our workplaces.
The Board of Directors continues to provide oversight of CPHR Alberta’s 2026 – 2028 Strategic Plan. At its September meeting, the Board reviewed progress across the organization’s three strategic priorities and its continued focus on strong governance and financial stewardship. Influence and Visibility of the HR Profession CPHR Alberta continues to elevate the visibility and credibility of the CPHR designation with employers, policymakers, academic institutions and the broader business community. The Board remains focused on advancing recognition of the CPHR designation as the benchmark for excellence in HR and strengthening the position of CPHRs as trusted professionals and organizational leaders. Future-Ready HR Community CPHR Alberta continues to invest in programming that prepares members for the evolving world of work, with a focus on relevant and future-focused professional development, including emerging areas such as AI, HR law and executive leadership development. The 2026 Annual Conference continued to strengthen its position as a key gathering for Alberta’s HR community. One-third of attendees were at the executive level and nearly half attended for the first time, demonstrating both strong senior-level engagement and the ability to reach new audiences. The Board continues to support investment in learning, leadership development and connection that helps build a strong, future-ready HR community. Member Engagement and Community Connection Membership continues to grow, reaching 7,266 active members as of June 30, 2026, a 5% increase year over year . CPHR Alberta welcomed 407 new members year-to-date, with growth across most membership categories and regions. The Board is encouraged by this continued growth and remains focused on strengthening member engagement, connection and belonging across CPHR Alberta’s jurisdiction. Financial Position and Governance Planning CPHR Alberta continues to maintain a strong financial position and remains aligned with its full-year breakeven objective. The Board continues to monitor emerging economic risks, supported by regular forecasting and appropriate reserves. The Board also continues to strengthen governance, succession planning and Board effectiveness to ensure CPHR Alberta is well positioned to deliver on its strategic priorities. Looking Ahead The Board remains focused on effective oversight of the 2026 – 2028 Strategic Plan and ensuring CPHR Alberta is positioned to deliver meaningful and sustainable value to members. Progress in strengthening the visibility of the profession, preparing the HR community for the future, growing and engaging membership, and maintaining strong organizational stewardship provides a solid foundation for the work ahead. The next Board meeting takes place in November 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!
As the year draws to a close, now is the perfect time to invest in your professional growth. Whether you're looking to maximize your remaining professional development (PD) budget, complete your CPD requirements, or build skills in emerging areas, CPHR Alberta's fall lineup offers practical learning opportunities designed for today's HR professionals. A Timely Conversation: Workplace Suicide Awareness and Prevention October's Suicide Prevention Month serves as an important reminder that mental health and wellbeing continue to be critical workplace priorities. HR professionals are often called upon to support employees, leaders, and teams through difficult situations. Our Workplace Suicide Awareness for HR Practitioners: Masterclass (October 28) , led by Tara Adams, Founder of Abridge Consulting, provides practical guidance on understanding suicide in the workplace, implementing prevention strategies, and creating a more supportive workplace culture. * Earn 3 CPD hours. Lead Through the AI Shift with Confidence Artificial intelligence is rapidly transforming the workplace, making AI literacy an increasingly important skill for HR professionals. Our 3-day AI Certificate (AI Adoption that improves productivity without overwhelming the organization December 9-11) and Leading Through the AI Shift – Master Class (November 4) provide practical insights into AI adoption, workforce transformation, and the evolving role of HR. Build the knowledge and confidence needed to support AI initiatives and help your organization navigate change. Learn on Your Schedule with Conference On-Demand Access more than 20 recorded conference sessions, including keynotes, concurrent sessions, micro-sessions, and expert panels, anytime and anywhere. Gain practical HR insights, access speaker resources and presentations, and learn at your own pace. * Earn up to 5 CPD hours. Build Expertise in High-Demand HR Areas In addition to our featured offerings, this fall's PD calendar includes opportunities to strengthen core HR competencies through: Law Symposiums across Alberta chapters (September, October and November) Investigation Report Writing Workshop (November 5) Investigation Interviewing Techniques Workshop (November 18) Conducting Credibility Assessments Workshop (December 2) Workplace Investigation Training Certificate (November 24-26 and December 8-10) These programs provide practical, immediately applicable knowledge that can help strengthen decision-making, reduce organizational risk, and enhance your effectiveness as an HR professional. Don't Forget Your Complimentary Learning Opportunities As part of your membership, you also have access to a variety of complimentary professional development opportunities throughout the fall, including: Monthly member roundtables Noon-hour webinars: Expert-led discussions on topics such as managing intergenerational teams, workplace agility, and common recognition and rewards mistakes. Finish the Year Strong Don't let unused professional development dollars or outstanding CPD requirements carry into year-end. Explore our fall learning opportunities and invest in skills that will support your success today and into the future—then round out the year by reconnecting with your professional community. Join your HR community at one of our Holiday Mingles , taking place across the province this November and December. These gatherings offer a chance to celebrate the year, expand your network, and reconnect with colleagues before the holiday season. View the Professional Development Calendar
