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HRPA Executive Programs

HRPA is committed to providing professional development and information programming for HR professionals in the leadership stage of their careers.
Business/Law School Partner Programs

The Osgoode Certificate in Labour Law

Taught by a highly distinguished faculty of experts drawn from management, union and government, the program covers the key principles and practices you should know, together with practical insights, strategies and tactics for tackling the most pressing contemporary issues in labour law. This is a unique opportunity to get not only a comprehensive overview but also “drill down” into the key issues and challenges that are likely to come across your desk. You’ll also receive materials prepared by the speakers that will provide a valuable ongoing resource.

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The Osgoode Certificate in HR Law for HR Professionals

Osgoode Professional Development’s Certificate in HR Law for HR Professionals was specifically developed for human resource professionals, and is recertification-approved by the HRPA. In five valuable one-day modules, an experienced, multi-disciplinary faculty will provide you with cogent, practical advice and strategies on how to avoid costly mis-steps.

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Certificate in Advanced HR Law for Experienced HR Professionals

Designed specifically for experienced HR professionals,  Advanced HR Law Certificate provides a deep level approach to key employment law issues.

Presented by two of Canada’s employment lawyers, Stuart Rudner and Natalie MacDonald, this  program gives HR leaders deep knowledge of policies, procedures and best practices that will help avoid workplace litigation.  By being better informed about trends in workforce law, you will have a better sense of where issues can arise and how best to prevent them.

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The Employment Relationship in the Digital Age

This OsgoodePD program brings together top employment lawyers and other experts to provide you with practical insights and advice and answer your most pressing questions about digital issues in the HR environment.
How do you balance employees’ legal rights to privacy and freedom from harassment with the employer’s rights of ownership in business information? What kinds of online activity can and should attract disciplinary action or raise the prospect of termination? And how are HR processes ‒ from the drafting of policies, protocols and employment contracts to workplace investigations and offboarding ‒ changing to reflect the new reality?

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