Fall Professional Development with CPHR Alberta

With the year quickly drawing to a close, ensure you get those CPD hours before it's too late! 

We have many great opportunities to learn and grow with us throughout the next 3 months, from Certificate Programs, to Partner Webinar opportunities. 

Check out what's upcoming below: 

October PD: 

October HR Roundtable 
Tuesday, October 8, 2024 from 9:00 am to 10:00 am
Virtual - Complimentary for Members
CPD Hours: 1
The HR Virtual Roundtable is a monthly opportunity for CPHR Alberta members to connect with other members and discuss current and/or emerging HR topics.
In this structured conversation, participants will be split into smaller breakout groups, offering members quality time to discuss topic questions, network with one another, share ideas and perspectives, receive support, and inspiration. 

 
Thursday, October 10, 2024 from 12:00 pm to 1:00 pm
Virtual - Complimentary for Members 
CPD Hours: 1 
This session dives into the transformative impact of talent management within the HR department. Discover how strategic acquisition and employee development empower HR to become a driving force for organizational success. It involves analyzing the current talent within the HR team, identifying the required gaps to achieve the business' goals, and optimizing the workforce.
 
Wednesday, October 16, 2024 from 12:00 pm to 1:00 pm 
Virtual - Complimentary for Members
CPD Hours: 1
Are your organization's mental health and general wellness initiatives falling short despite significant investment? You're not alone. Join us for this insightful presentation that looks at the core reasons for such failures that are regularly missed or ignored and what needs to be done to ensure effectiveness in your workplace mental health and general wellness initiatives. 
 
Head over to our PD Page to view all the different dates and times available for this program. Offered throughout October and November with morning and afternoon cohorts. 
Virtual - Member $1,600 +GST | Non-member $1,850 +GST
CPD Hours: 21 
The role of Human Resource Professionals within an organization continues to evolve and with it, a shifting perspective on the expectations placed on HR when it comes to workplace mental health. Not only that, but a muddiness in accountability and responsibility between HR and the Business might have increased tensions between yourself and the very partners you’re meant to be supporting.
 
Tuesday, October 22 2024 to Thursday, October 24, 2024
Virtual - Member $1,000 +GST | Non-Member $1,250 +GST 
CPD Hours: 21
This certificate program combines live virtual instruction through Zoom with hands-on experiential learning through case studies, scenarios, group work/break out discussions and simulations.  
 
Wednesday, October 23, 2024 from 12:00pm to 1:00pm
Virtual - Complimentary  for Members 
CPD Hours: 1 
This talk dives into the current reality of HR careers, drawing from a global study of more than 3 million HR profiles, surveys with 350 HR professionals, and in-depth career stories of 10 senior HR leaders to explore 4 pressing questions. 
 
The Trauma-Informed HR Professional
Thursday, October 24, 2024 from 8:30am to 4:30pm
Virtual - Member $399 +GST | Non-Member $450 +GST
CPD Hours: 7
This Trauma-Informed HR Professional training is designed to empower HR professionals with the knowledge and tools to apply a trauma-informed lens in their work. Participants will explore the fundamental concepts of trauma-informed practices, including understanding what a trauma-informed lens is and recognizing the benefits of incorporating it into the workplace.
 
November PD:

November HR Roundtable 
Tuesday, November 5, 2024 from 9:00am to 10:00am
Virtual - Complimentary for Members
CPD Hours: 1
In this structured conversation, participants will be split into smaller breakout groups, offering members quality time to discuss topic questions, network with one another, share ideas and perspectives, receive support, and inspiration.  It goes without saying that confidentiality and the willingness to share are key to the success of this event. 

Enhancing your Organizational Culture Certificate of Completion - 3 Day Certificate Program 
Tuesday, November 5, 6 & 7, 2024 from 8:30am to 4:30pm
Virtual - Member $1,295 +GST | Non-Member $1,495 +GST
CPD Hours: 21
You can create a vibrant, profitable culture within your organization by learning how to enhance it. With our Enhancing Your Organizational Culture™ Certificate Program, you will learn the tools needed to boost morale and bring positive energy into the workplace. Learn strategies for increasing productivity and performance, solving problems quickly and easily, lowering employee attrition, raising profits and sales - not to mention reduce stress levels amongst employees!

Partner Webinar - Unlock Talent Intelligence with AI
Wednesday, November 6, 2024 from 12:00pm to 1:00pm
Virtual - Complimentary for Members
CPD Hours: 1
Discover how AI can revolutionize talent management. Explore practical strategies to leverage AI for identifying and developing top talent, enhancing decision-making, and refining talent strategies.

Report Writing Workshop - Half Day PD 
Wednesday, November 13, 2024 from 8:30am to 12:00pm
Virtual - Member $199 +GST | Non-Member $250 +GST
CPD Hours: 3.5
This half-day workshop will provide the overall purpose, right down to the details you need, to ensure your report withstands the highest level of scrutiny.  You have conducted interviews of your Complainant, Respondent, and Witnesses, analyzed dozens of documents, assessed other evidence, and now you need to write a report.

Culture Eats Strategy for Breakfast 
Tuesday, November 19, 2024 from 8:30am to 10:30am
Virtual - Member $50 +GST | Non-Member $75 +GST
CPD Hours: 2
Organizational culture has a profound impact on the success or failure of any strategic initiative, including diversity, equity, and inclusion (DEI) efforts. Despite substantial investments in DEI programs, many organizations struggle to drive meaningful and lasting change. This workshop will explore why culture is the key factor in determining the outcome of your DEI strategy, and provide a practical framework for aligning your culture with your DEI goals.

Interviewing Techniques Workshop - Full Day PD 
Tuesday, November 26, 2024 from 8:30am to 4:30pm
Virtual - Member $399 +GST | Non-Member $450 +GST
CPD Hours: 7
This workshop is the practical extension of the interviewing module in the Workplace Investigations Training Certificate program. A successful investigation interview requires planning, learned skills and tips, focus and excellent communication skills. This day is filled with mini-scenarios and practice opportunities. 

Chapter Mingles 

Stay tuned for Mingles in each chapter! More information to come soon. 

December PD: 

December HR Roundtable 
Tuesday, December 3, 2024 from 9:00am to 10:00am
Virtual - Complimentary for Members
CPD Hours: 1
In this structured conversation, participants will be split into smaller breakout groups, offering members quality time to discuss topic questions, network with one another, share ideas and perspectives, receive support, and inspiration.  It goes without saying that confidentiality and the willingness to share are key to the success of this event. 


Conducting Credibility Assessments Workshop - Full Day PD 
Monday, December 9, 2024 from 8:30am to 4:30pm 
Virtual - Member $399 +GST | Non-Member $450 +GST 
CPD Hours: 7 
This workshop is designed to build on the Credibility Assessments module identified in the Workplace Investigations Certificate workshop. Conducting credibility assessments is a critical analysis required when one person's version of events is different from another's and there is little corroborative evidence for either version - commonly known as he said/she said investigations.

 

 

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.



Strong Internal Controls Make Good Business Sense

By Jessica Jaithoo • October 16, 2025
Internal controls are not just a box on a checklist; they are a trust-building tool. When HR leads with transparency, integrity, and strong processes, it sends the message that the organization values trust and accountability. Internal controls can also protect against errors, fraud, and damage to its reputation. Internal controls support fair hiring, secure data management, and consistent documentation, helping HR stay aligned with laws, privacy standards, and compliance expectations. What are internal controls? Internal controls are an organization’s procedures, policies, and processes. They ensure: Compliance with laws, regulations, and policy Accuracy in reporting Overall efficiency and transparency in operations Internal controls include setting out approval authority, role-based system access, audit trails, and segregation of duties. Once your controls are in place, continuous monitoring them further reduce risk by identifying issues early and providing timely feedback on areas where additional training may be needed. Examples of HR internal controls and why an accountant might consider them important Hiring Background checks ensure individuals hired to handle sensitive data don’t have histories of financial misconduct Signed employment agreements support key inputs into the payroll process and can serve as audit documentation Approval workflow for hiring decisions help prevent unauthorized payroll expense s Payroll Segregation of duties between the person hiring and the person setting up payroll can prevent conflicts of interest and fraud Reconciliations of payroll reports with HR records help ensure records match the source data, which supports accurate financial reporting Compensation An assignment of authority for employee events (e.g., salary change, promotions) ensures changes are authorized and reduces the risk of unauthorized payments Supervisor approval on timecards ensures information sent to payroll is accurate Employee records Secure employee records ensure payroll, benefits, and compensation figures used in financial reporting are reliable and safe Tracking changes made to records provides a trail for internal and external auditors Policy and compliance Key company policies requiring an employee’s signature can mitigate financial risks and ensure employees are expected to be aware of an organization’s policies A whistleblower policy provides a mechanism to uncover fraud or misappropriation of an organization’s assets Access and data controls Role-based access to systems limits access to financial systems and reduces the risk of data manipulation Monitoring controls Exception reporting (e.g., duplicate payments) supports quick identification of errors and accuracy of financial reporting Internal HR audits help ensure HR-related financial activities have proper controls and the controls are working as designed By having an HR department that designs and implements internal controls, you are creating a stable system of checks and balances, minimizing risk in more ways than you might expect! About the author: Kristy Mielke CPA, CA fosters the professional growth of Alberta’s 32,000 Chartered Professional Accountants (CPAs) as the Director of Professional Development and Learning at CPA Alberta. She has previously worked in public practice and internal audit, and in addition to being a CPA, she is a Certified Internal Auditor and Certified Fraud Examiner.

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.
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