CEO Message – November

New HRPA Human Resources Awards celebrate achievements of designated HR professionals

Bill GreenhalghIn partnership with Great Place to Work®, HRPA is pleased to announce the 2016 HRPA Designation Excellence Awards—a new awards program that celebrates Certified Human Resources Professionals (CHRPs), Certified Human Resources Leaders (CHRLs) and Certified Human Resources Executives (CHREs) who have architected people-driven business strategies that add quantifiable value to their organizations.

The HRPA Designation Excellence Awards recognize individual HR excellence at three HRPA designation levels:

Certified Human Resources Professional (CHRP) of the Year recognizes outstanding work at the foundational level, including adding value to meet organizational priorities; business knowledge and partnering; and innovative thinking.

Certified Human Resources Leader (CHRL) of the Year recognizes an individual who has excelled within the HR function and across the organization by partnering with other business functions to achieve bottom-line performance.

Certified Human Resources Executive (CHRE) of the Year recognizes an HR executive who has demonstrated outstanding leadership including creating and implementing a people-driven strategy that quantifiably contributes to the achievement of the organization’s objectives.

In today’s organizations, people are the primary source of sustainable competitive advantage and HR professionals design and execute people-driven strategies that help create organizational success. The HRPA Designation Excellence Awards will highlight real examples of how HR professionals can develop and execute the innovative and effective strategies that add huge measurable value to organizations.

Nominations for the 2016 HRPA Designation Excellence Awards close on conclusion of the 2016 HRPA Annual Conference, January 22, 2016 and HRPA members will choose winners by voting for their choice of the CHRP, CHRL or CHRE professional of the year.

The winners will be announced at the Great Place to Work’s Best Workplaces in Canada Awards Gala in Toronto on Thursday, April 21, 2016. (Tickets for the awards gala can be purchased here.)

For full details on the 2016 HRPA Designation Excellence Awards, including award criteria and nomination information, please visit

Best regards,

Bill Greenhalgh

CEO Message – October

HRPA’s new strategic plan

Bill GreenhalghAfter several years building the foundation to support the HR profession, HRPA’s new strategic direction will focus on the “inspirational”—strategies and plans to ensure  everyone (HR professionals, government, business and the public) understands that HR is a genuine profession with unique skills and capabilities that bring value to organizations through people strategies.

Please click here to view a presentation outlining HRPA’s new strategic plan

Best regards,

Bill Greenhalgh

CEO Message – September

Building confidence in HRPA member complaints investigations

Bill Greenhalgh

In HRPA’s annual membership survey, we include questions about professionalization and professional regulation. One question that has caused us some concern is around the perception of fairness and impartiality in HRPA’s investigations into complaints against members. Over the past two years a sizeable minority (36%) have expressed doubts—by answering don’t know/not sure— about this issue.

HRPA’s VP Regulatory Affairs Claude Balthazard has written a detailed article on why HRPA members should feel confident that any investigation into a complaint made against them would be fair and impartial. I urge you to read the full article, but I will use this column to give you a quick explanation of why members can feel 100% comfortable with how complaints are handled.

There are eight basic reasons

  1. As a quasi-judicial body, HRPA is subject to the Statutory Powers Procedure Act, 1990 which sets standards of fairness for all key proceedings. The same rules apply to tribunals such as the Ontario Human Rights Tribunal, the Workplace Safety and Insurance Appeals Tribunal, and the Ontario Labour Relations Board, to name just a few.
  2. Any decisions by the Complaints Committee—and for that matter, all regulatory decisions made by HRPA—are subject to judicial review, eventually, by a division of the Ontario Superior Court. As a start, any affected party can appeal directly to HRPA’s Appeal Committee and if that is not satisfactory, through the Ontario Court system where matters such as the fairness and impartiality of the process that led to the decision would be considered.
  3. HRPA Panels that review complaints are made up of three highly experienced members. To prevent even an inadvertent or unwitting bias, one of the individuals on the panel will usually be a member of the public with no affiliation to the Association.
  4. When appropriate, the Complaints Committee panels will appoint an external investigator to conduct the investigation. These external investigators are very skilled, thorough and have to be fair and impartial. Should the case be referred to the Discipline Committee, the investigation report would be disclosed to the member and the investigator would be subject to cross-examination.
  5. All adjudicative panels, including panels of the Complaints Committee, have access to Independent legal counsel for advice on procedural matters.
  6. HRPA has implemented an extensive Code of Conduct for Members of Adjudicative Committees dealing with conflict of interest; the conduct of hearings; decision-making; the handling of confidential information; and behaviour vis-à-vis other members of the panel. All members of adjudicative committees must agree to abide by this code before taking on any adjudicative duties.
  7. HRPA provides training and has developed a series of webinars on various facets of regulatory adjudication such as regulatory governance; panel assessment skills; conducting investigations; conducting hearings; writing reasons; and process review skills. Members of adjudicative committees, including the Complaints Committee, must complete the requisite modules before they can be assigned to a panel.
  8. The Registered Human Resources Professionals Act, 2013, imposes a duty of confidentiality upon all who are covered by the Act and this would include anyone involved in the review of any complaint. The Act treats the need for confidentiality very seriously and provides for fines, which would be levied by the regular courts, of up to $25,000 for any person found in breach.

With all these safeguards in place, many of which have been created or upgraded in the last two years, all members can feel reassured that any complaint will be dealt with fairly, impartially and with total confidentiality.

Love to hear your thoughts. Drop me a note at

Best regards,

Bill Greenhalgh

CEO Message – August 2015

HRPA 2016 Annual Conference

Bill GreenhalghI know it’s August and most of you are probably concentrating on enjoying the rest of your summer or getting ready for September, but HRPA’s 2016 Annual Conference & Trade Show – January 20-22, 2016 at the Metro Toronto Convention Centre – is only five short months away. Let’s take a look at what HRPA’s conference team is putting together for this year’s event:

Keynote speakers: From neuroscience to rock n roll

The 2016 conference has an exceptional line-up of keynote speakers. Coming from backgrounds as diverse as economics, sport, entertainment, science and broadcasting, the conference’s eight keynotes offer something for everyone, whether you’re looking for inspiration, education or entertainment. Among them includes CIBC economist Benjamin Tal who will explore the global forces affecting our economy and the critical link between economics and HR; Olympic gold medalist and mental health champion Clara Hughes who will discuss her struggles with depression and her work to end the stigma around mental illness in Canada; CBC broadcaster Rex Murphy will talk candidly about the influence of human resources and its effect on current events; and former Moist frontman David Usher will show how you can bring creativity, innovation and inspiration to your work.


A big part of the annual conference is professional development and with more than 130 sessions across all HR disciplines—HR leadership, occupational health & safety, employee relations, organizational culture, total rewards, and more—you will come away with both CPD hours and a head full of practical HR learning you can use and apply straightaway in your own organizations.

I invite you to attend my own session Aligning HR to Business Strategy to learn what CEOs want and value most from HR professionals and what HRPA is doing to develop the next generation of HR executives.

Trade Show

And of course, a no-miss part of the event is Canada’s largest HR trade show. Attend this free show to browse among more than 250 exhibitors—including some of the biggest names in the industry—and learn about the latest HR products and services. Plus make connections with representatives from Canada’s leading HR schools, consultants and small HR service providers.

Start your 2016 off right with three days of HR learning, networking and inspiration at HRPA’s 2016 Annual Conference & Trade Show. I hope to see you there!

Register by Oct 15 and save $275 >>

In the meantime, enjoy the rest of your summer.

Best regards,

Bill Greenhalgh

CEO Message – July 2015

Introducing HRPA training needs analysis tool

Bill Greenhalgh

At the 2016 Annual Conference, HRPA will introduce a new online training needs analysis tool that will help members create an individually tailored continuing professional development plan in about thirty minutes.

This new assessment tool will allow you to complete a half-hour assessment based on HRPA’s new HR Competency Model, and receive a personal development plan report based on the results.

The plan will highlight both an individual’s HR competency strengths and gaps and recommend and prioritize specific areas for professional training and development options.

The plan can also be used by the individual as their business case for their employer to invest in the learning and development outlined in the report.

The questions in the training needs analysis are underpinned by HRPA’s new HR Competency Model that tests an updated body of knowledge, and the ability to apply that knowledge, at all levels of HR practice. Your personalized report will provide insight into your expertise across the competencies in the new framework.

A similar tool has already been rolled out and is in use by the Australian Human Resources Institute (AHRI). It has proven very popular with members and has helped AHRI identify and address gaps in its professional development programming.

New website and ecommerce platform

I’m also pleased to announce that HRPA will be unveiling both a new website and ecommerce platform later this year, the first such upgrades since 2008.

The new website will be much simpler to navigate and optimized for the increasing numbers of members who access and use the site via smartphone. And in keeping with HRPA’s commitment to accessibility, the site will also be fully compliant with the Accessibility for Ontarians with Disabilities Act (AODA) WCAG 2.0 AA standard which doesn’t come into effect until 2021 for not-for-profits with 50 or more employees.

We will also be rolling out a new and (very much) improved ecommerce platform and member management system to better serve members’ online needs.

From HRPA, we wish everyone a happy and safe summer.

Best regards,

Bill Greenhalgh