CEO Message – July

SBill Greenhalgheeking nominations for the 2016 HRPA Volunteer Excellence Awards

Do you know an HRPA volunteer who deserves to be recognized?

Nominate them for HRPA’s 2016 Volunteer Awards—our annual awards program that shines a light on volunteer excellence, honours recipients, and recognizes contributions to the profession, successful workplaces, the Association and its chapters and the elevation of the practice of Human Resources management.

HRPA is looking for nominations for members who have demonstrated excellence through their dedication to volunteering during the past year: academics who have gone above and beyond to make exceptional contributions to the HR profession; volunteers who constantly propel the Association forward; and individuals who help to promote the HR profession in their communities.

HRPA members are involved in a variety of volunteer opportunities, including charting the direction for the Association and the profession, by regulating the profession through the work of our Statutory and Standing Committees and supporting the HR community through local chapters and committees as well as steering professional development and conference design and support.

HRPA’s mission is to set the standards of learning, competence and conduct for members to enhance the standing of the human resources profession while protecting the public.  We could not do that without committed and engaged volunteers. HRPA relies on volunteers to achieve its strategic objectives.

Let’s honour the 1000+ HRPA volunteers that make this happen.

Learn more and submit your nomination for the 2016 HRPA Volunteer Excellence Awards today.

HRPA volunteers are also invited to nominate themselves. Deadline to apply or nominate is October 31, 2016 at 5:00 p.m.

Seeking volunteers for Global harmonized HR competency framework

And speaking of volunteers doing great work on behalf of the profession, HRPA is currently seeking volunteers to sit on a new Standards Canada committee (of which I’ve been appointed chair) which will work to help create a global agreement on a harmonized HR competency framework—similar to HRPA’s new competency framework.

HRPA recently received approval from the International Organization for Standardization (ISO) to set up a working group for a global harmonized framework. Such a global framework is key to professionalizing the HR profession around the world, including exchangeable, valued and credible designations based on a global body of standardized HR knowledge that this group will seek to create.

If you’re interested in volunteering on this committee or would like to view HRPA’s full list of volunteer opportunities please click here.

Best regards,

Bill Greenhalgh
CEO, HRPA

CEO Message – June

Bill GreenhalghHR thought leaders at 2017 Annual Conference and new HRPA websites

I’m pleased to tell you that we’re featuring two world renowned, HR thought leaders at next year’s HRPA annual conference: John Boudreau and Jeffrey Pfeffer. They will not only feature as keynote speakers but each has agreed to meet with a small group of senior HR executives at exclusive dinners during the conference. This will be a unique opportunity to discuss and hear from noted experts on the future of work and the implications for organizations. Details on signup for these one-off events will be available later but here is some information about the speakers:

John Boudreau

John Boudreau, one of the world’s leading researchers and thought leaders in the arena of human capital issues, will share his latest research and thinking about the future of work and HR. Drawing upon the work being done by cHReate.net  – the global consortium to reimagine HR, employment alternatives, talent and enterprise – he will discuss the disruptive forces that are fundamentally changing the work landscape. Boudreau will also share insights from his newest book Lead the Work, and the implications as work moves beyond regular full-time employment. His research reinforces many of the provocative themes discussed throughout the conference and will challenge us to tangibly reimagine our personal leadership roles in creating and adapting to the new talent eco-system.

Jeffrey Pfeffer

Jeffrey Pfeffer (www.jeffreypfeffer.com) is the Thomas D. Dee II Professor of Organizational Behavior at the Stanford Graduate School of Business where he has taught since 1979.  Pfeffer is the author or co-author of 14 books on topics including power in organizations, managing people, evidence-based management and The Knowing-Doing Gap.  His latest book, Leadership B.S.:  Fixing Workplaces and Careers One Truth at a Time, was published in September, 2015.  Author of more than 150 articles and book chapters, Pfeffer has won numerous awards for his scholarly research, including an Honorary Doctorate from Tilburg University in The Netherlands.

New HRPA websites improve members’ online experience

At HRPA’s Annual General Meeting in May, I was pleased to report that the Association’s membership numbers had totaled 22,372—a seven per cent year-over-year jump and the highest numbers we’ve ever seen.

It hasn’t taken long to surpass that. By the end of May, and the close of the Association’s member renewal campaign, HRPA’s total members and registrants surpassed 24,000—a 10 per cent increase and clear evidence of the support members have for the direction the Association is going, especially around our efforts to professionalize the HR profession and the introduction of our updated HR competency framework and new CHRP, CHRL and CHRE designations.

And while this is the kind of quantitative feedback we like to see, we’re not about to rest on our laurels. In fact, over the past six months, HRPA has been busy working on website upgrades to make your online member experience much smoother and efficient.

HRPA.ca

Later this month, HRPA will be launching a brand new website. You will still find us at HRPA.ca, but the new site will feature a much better user experience, including simpler navigation so you can find the information you need quickly and easily; better search functionality; and increased responsiveness so you can get the same viewing experience whether you’re on a computer, tablet or smartphone.

And in keeping with our AODA requirements, the new website will be fully WCAG 2.0 AA compliant for persons with vision loss.

Hire Authority Canada HR job board

HRPA is also relaunching the Hire Authority Canada HR job board, with loads of new features for both employers and member job seekers, including social media outreach for all job postings, employer microsites and a new user friendly interface.

Visit the new site at hireauthority.ca

We’re also repatriating the popular job board back to HRPA from the Workopolis Niche Network, which will provide employers with more flexibility in reaching out to our 24,000 members.

Besides a new look and a more user-friendly web platform, the updated job board boasts several new features for both employers and HRPA-member job seekers, including 60-day job postings; email and social media jobs outreach to all HRPA members; microsites to profile organization and employment brand; free resume upload and job applications exclusive to HRPA members; and the ability to search for jobs by designation, seniority, sector, function, salary and location.

We would love to hear your feedback on the new websites or any other benefits HRPA provides members. Please tell us what you think by adding a comment to this blog or emailing CEO@hrpa.ca.

Best regards,

Bill Greenhalgh
CEO, HRPA

CEO Message – May

Getting the most from HRPA membership

Bill GreenhalghThis spring HRPA released a member handbook that explains how to get the most out of your membership—from career development and regulation to volunteering and member savings.

You can view the new HRPA member handbook here >>

After HRPA introduced its new certification framework and three updated designations (CHRP, CHRL and CHRE) in late 2014, HRPA membership grew by 7 per cent and retention climbed to 91 per cent—clear evidence of the support members have for the Association’s direction.

We want to ensure all members—both old and new—know about (and take advantage of) all available member benefits. You will get full details from the handbook, but here are the high points:

Member savings

HRPA membership saves you money. For example, our Member Perks program can easily save you hundreds of dollars on all kinds of products and services you use regularly at home, work and play—clothes, auto, dining, entertainment, business services, travel and more. And that’s on top of our full suite of member savings partners like GoodLife Fitness (50% off), TD Insurance and professional liability insurance.

Chapter life

HRPA is a community of HR professional peers—both provincially and locally in your area chapter. Joining a chapter plugs you into your local HR community for professional camaraderie, networking, mentoring, job and career advice, professional development, and problem-solving assistance.

Volunteering

Volunteering—at your chapter, at the provincial level or at the annual conference–is a great way to learn new skills, build your network and showcase your knowledge and capability to senior HR members in your community. And if you’re a recent grad, volunteering lets you meet (and impress) HR professionals in your area that could pass along job opportunities and act as references. Check out HRPA’s new iVolunteer Management System to create and update your volunteer profile and search for positions.

Career development

A new member benefit, HRPA’s Continuing Professional Development (CPD) planning tools to help members zero in on their professional development priorities in ways that make it easy to identify training needs and to present an individual development plan that meets the needs of the organization and is therefore more likely to get management buy-in.

And once you get your development plan, HRPA provides deep discounts (between 15% and up to 30% less than non-members) on the professional development members need to stay current, advance in their careers and earn the CPD points they need to maintain their CHRP, CHRL and CHRE designations and HR capability.

Thought Leadership and Information Resources

Staffed by two, full-time professional reference librarians, Resource Centre provides members with free HR information resources (salary data, best practices, document/policy templates, checklists and more); plus access to HR Hotline—fast over-the-phone answers to general HR practice questions from experienced CHRLs.

HR Professional magazine: HRPA’s official publication and delivered to members free in either print or online format, HR Professional’s mandate is to engage, inform and inspire its readers through original, topical content of importance to Canadian HR professionals.

Regulation and Certification

Introduced in 2014, the CHRP, CHRL and CHRE designations have already established themselves as the new certification benchmarks for HR capability and professional credibility.

And under the authority of the Registered Human Resources Professionals Act, 2013 (which establishes HRPA as the regulator of the HR profession in Ontario), all members and registrants enjoy the prestige of being a regulated professional which signifies to employers your commitment to competence and professional practice. HRPA-designated professional have accelerated career paths, higher earning potential and more rewarding careers.

As you can see, you get a lot of value from your HRPA membership. In fact, for every dollar you pay in dues, HRPA provides $2 in member services. (And by comparison with dues from other professions—for membership in both regulatory body and association—it’s a great deal. Lawyers pay a total of $2560 and Chartered Professional Accountants Ontario pay $1084). But it’s up to you take full advantage of everything HRPA has to offer. Just like your HR career, the more you put into membership, the more you get out of it. And amazingly, all of the above benefits is really just the tip of the iceberg—there’s much more to explore. Besides being your professional association, it is an essential part of your professional practice and a key to unlock your career.

Best regards,

Bill Greenhalgh
CEO, HRPA

CEO Message – April

Thank you HRPA volunteers

Bill Greenhalgh

This week is National Volunteer Week—a time to celebrate and thank Canada’s 12.7 million volunteers. According to research by Volunteer Canada, most volunteers prefer a genuine thank you for their efforts—simple, sincere words that highlight the impact of a volunteer’s contributions.

So with that in mind, to HRPA’s 1200+ member volunteers: Thank you.

To ensure our members get the most out of their volunteer experience, HRPA is launching iVolunteer—a new Volunteer Management System that allows members and registrants to view and search all HRPA volunteer opportunities and establishes a simple and consistent approach to volunteer recruitment across the province. Read more about this below.

Volunteering at HRPA is a rewarding and fun experience. Volunteers are critical to achieving the Association’s mandate and its continued success. With the expertise and involvement of volunteers we promote and protect the public interest by governing and regulating the practice, competence and professional conduct of members and firms. We establish, maintain and develop standards of qualification, practice, professional ethics, knowledge, skill and proficiency.

Volunteers also create awareness of workplace issues, promote excellence in human resources management practices, and provide services that support the HR community.

HRPA members are involved in a variety of volunteer service opportunities including charting the direction for the Association and the profession by serving on HRPA’s Board of Directors. Volunteers help regulate the profession through the work of our Statutory and Standing Committees and support the HR community through local chapters and committees as well as professional development and conference design and support.

We could not accomplish our mandate without committed and engaged volunteers.

HRPA members volunteer at different times in their careers for different reasons: student members volunteer to build their networks and learn about different HR career options; new professionals volunteer to learn new skills and meet potential job contacts; mid-career professionals volunteer to build leadership skills; and senior professionals volunteer to mentor the young, give back to the profession and help guide the Association.

iVolunteer Volunteer Management System

Based on HRPA’s  Volunteer Management Program,  which takes a systematic approach around volunteer planning, recruiting, onboarding, assessment and recognition to achieve volunteer success, the new online Volunteer Management System will make it easier to define roles, post volunteer positions, track participation and reward engagement.

Visit HRPA’s new Volunteer Management System to complete your volunteer profile and browse opportunities

Homepage_

The page will also host future online volunteer discussion communities—private forums where members can learn, share and collaborate within their community; plus access private libraries to find important documents and meeting materials. Communities are currently in beta testing with small test groups, volunteers will be notified when we roll out specific communities for their areas.

If you have any questions, comments or suggestions on what you would like to see included in this system, please contact us at ivolunteer@hrpa.ca

Again, on behalf of HRPA, our members and the profession, thank you to all our volunteers for your time and effort.

 

Best regards,

Bill Greenhalgh
CEO, HRPA

CEO Message – March

HRPA strategy chapter tour

Bill GreenhalghOver the next few months, HRPA senior managers will be reaching out to chapters, either in-person or via webinar, to present on the Association’s new 2016-2020 Strategic Plan. See below for a listing of dates and locations.

In the last few years, and over the past two strategic plans, we have built an excellent foundation for HRPA’s future based on highly engaged volunteers and staff; best in class member retention; new designations built on a comprehensive competency model; upgraded governance processes and a brand-new Act that better protects the public and that reflects modern organizations and workplaces.

HRPA is now established as the regulator of the profession in Ontario and we are seen as a credible contributor to government policy in areas of interest to our members.

Building on all these developments, our new strategy focuses on the profession as a whole, dealing with a rapidly changing world driven by globalization, demographics, technology and the evolving expectations of the r​ole HR professionals should fill.

The single biggest challenge our profession faces is the perception that “anyone can do HR”. Recent trends suggest that some companies are increasingly seeking executives from outside the profession, with limited HR experience, to fill the role of their Chief Human Resource Officer. We need to ensure that HR is increasingly seen as a true top level profession; that organizations better understand the essential role that only validated HR professionals can bring; and the unique value that they add.

Our strategies for the next few years revolve around four core areas:

  1. ​Reinforcing HRPA as protector of the public and regulator of the HR profession by enhancing our role as a trusted partner of policymakers in areas that are of interest to our members; ensuring that we lead in thinking and practice in the regulatory arena; and promoting membership in HRPA to everyone in the HR profession in Ontario thereby ensuring all HR practitioners are subject to our Rules of Professional Conduct;
  2. Upgrading our governance processes, how we deliver member value and our programs to support volunteers to advance our role as leader in association effectiveness and efficiency;
  3. Promoting the principle that HR is a primary profession with a core global body of knowledge where membership in HRPA authenticates an individual as an accredited Human Resources professional; and
  4. Building on our designations and competency framework to validate the capability that our members bring to organizations and the quantifiable value that they add.

On behalf of HRPA’s senior management team, I welcome you to attend these in-person or online information sessions and to ask questions and comment on HRPA’s new direction and to provide input into how we can achieve these objectives together.

Strategy webinar

For all chapters not listed below and for all HRPA members who wish attend online, I will be hosting two live webinars on HRPA’s new strategy: April 12th @12PM or May 3rd @6PM. We will send out a registration link to these webinars in the next couple of weeks.

Chapter visits schedule

Chapter visit Date & Time
Quinte May date TBD
Ottawa May date TBD
Peterborough Wednesday, April 27th, @5:30pm
Durham May date TBD
Barrie Tuesday, April 19th @6PM
Halton Tuesday, April 12th @6PM
Northeastern Ontario Tuesday, May 3rd @9:15AM
Peel Wednesday, April 6th @6PM
Toronto Tuesday, March 8th @6:30PM
West Toronto Wednesday April 20th @6pm
York Region Wednesday April 6th @7:45AM
Grand Valley Tuesday, February 23rd @5:30 PM
Guelph and District May 12 ABM @5:30PM
Hamilton Wednesday, April 13th @ 6PM
London and District May 2nd @5:30PM
Niagara Thursday, May 26th @7PM
Windsor and District Thursday, March 31st @8 AM

Best regards,

Bill Greenhalgh
CEO, HRPA