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​Important HRPA Updates - COVID-19

About​ HRPA

​​​​​The Human Resources Professionals Association protects the public interest by governing and regulating the professional practice of its more than ​​​​​24,000​ member registrants.​​

 

In enhancing its status as a regulatory association, HRPA advances the professionalization of HR and acknowledgment of the profession as a key driver of organizational success by:

  • ensuring competent and ethical HR practice,

  • creating compelling value propositions for all in HR to become members,

  • providing strong and respected designations based on a globally recognized body of knowledge, and​

  • validation of that capability through rigorous examination and supervision of experience.​

Giving back to your Professional Regulatory Association

HRPA members are involved in a variety of volunteer opportunities, including charting the direction for the Association and the Profession by:

  • Serving on HRPA's Board of Directors;
  • 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.

Individuals volunteering their time and expertise, provide an important service to HRPA, they are helping the regulatory professional Association further its mission of, setting the standards of learning, competence and conduct for members to enhance the standing of the human resources profession while protecting the public. Find out more information here​.​​​

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Navigating HRPA.ca

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The website is designed to be navigated using the menu icon. When you select a topic it displays all pages related to that topic. You're never more than a couple clicks away from anything you are interested in learning about.​​ Learn more about our website accessibility features.


About​ HRPA

​​​​​The Human Resources Professionals Association protects the public interest by governing and regulating the professional practice of its more than ​​​​​24,000​ member registrants.​​

 

In enhancing its status as a regulatory association, HRPA advances the professionalization of HR and acknowledgment of the profession as a key driver of organizational success by:

  • ensuring competent and ethical HR practice,

  • creating compelling value propositions for all in HR to become members,

  • providing strong and respected designations based on a globally recognized body of knowledge, and​

  • validation of that capability through rigorous examination and supervision of experience.​

Giving back to your Professional Regulatory Association

HRPA members are involved in a variety of volunteer opportunities, including charting the direction for the Association and the Profession by:

  • Serving on HRPA's Board of Directors;
  • 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.

Individuals volunteering their time and expertise, provide an important service to HRPA, they are helping the regulatory professional Association further its mission of, setting the standards of learning, competence and conduct for members to enhance the standing of the human resources profession while protecting the public. Find out more information here​.​​​

​​

Navigating HRPA.ca

​​menu button


The website is designed to be navigated using the menu icon. When you select a topic it displays all pages related to that topic. You're never more than a couple clicks away from anything you are interested in learning about.​​ Learn more about our website accessibility features.


Our Goal

That certified human resources professionals are viewed as the architects of people-driven business strategies that add quantifiable value to organizations.

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Protection of the Public

Valued professions all share certain attributes, including robust regulatory frameworks. HRPA intends to be a leader in regulatory effectiveness. Read more about our framework and processes in theProfessional Regulation section of our website. ​Read more about how this benefits employers and protects the Public interest in the For the Public section of the website.

 

Thought Leadership

Thought leadership is a key enabler of our effectiveness as an association, whether it's leading the effort toward the acceptance of a globally recognized HR body of knowledge​, providing policy makers with trusted advice based on member consultation, partnering with world-class think tanks on new knowledge creation, or investing in primary research to advance evidence-based HR practice. We publish HR Professional​​​, the largest circulation HR publication in Canada and produce major thought provoking events like our Annual Conference. We are also committed to HR scholarship and fund annual scholarships for every college and university in Ontario with an HR program, as well as awards for the best Masters thesis and PhD dissertation.

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Valued Designations

In October 2014, HRPA introduced the HRPA Competency Framework designed to meet the demands of organizations in the 21st century. It lays the foundation for a global body of knowledge and defines competency across 213 core HR competencies and 15 enabling competencies at three levels of capability--entry, fully professional and executive--corresponding to our three levels of certification:

Canada's best known HR designation and available exclusively from HRPA, the Certified HR Professional (CHRP), the Certified HR Leader (CHRL)​, and Certified HR Executive (CHRE)​​. You can read more about our designations and their various requirements, including exams, and when they come into effect in ​HR Designations.

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Annual Conference and Trade Show

Each year HRPA holds the largest HRAnnual Conference and trade show for the profession outside of the U.S. Learn more about this unique learning and networking opportunity.

 

Professional Development

A key requirement of every HRPA designation is a commitment to continuing professional development to enhance professional capability and currency of knowledge. Learn more about, and register for, HRPA's Professional Development programs.

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History, Governance, Plans

You can learn more about the history of our association, our governance and the Strategic Plan that sets the course for our evolution will be announced shortly.

 

Membership Value

HRPA depends upon committed staff and the contributions of hundreds of engaged volunteers. Through its network of 27​ Chapters across Ontario, volunteer Chapter leaders provide members with local learning, professional networking, mentoring​ and volunteering experiences. Increasingly our volunteers are helping us create virtual communities for members whatever their interests or location. Combined with a broad array of services to advance members' careers and professional standing, we are making every effort for HRPA membership to appeal to all who practice HR.

 

For Students

There is no profession that can impact the success of an organization like human resources. For those who enjoy business, care for people, and thrive on challenge, there is no profession like HR. Read more about HR as a career in the For Students section of the website.​​


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Where we have come from; where we are going

​​​​From 2005 to 2010 our focus was on doing things right (efficiency); from 2010 to 2015, our focus was on doing the right things (effectiveness); the current ​phase is all about impact: substantiating the value the HR profession brings to the organization.​

Public Policy White Papers

Ideas 2018: Making Ontario a Human Capital Leader

Through consultations with our members, the Human Resources Professionals Association (HRPA) has developed our election policy platform for the upcoming provincial election. HRPA’s Ideas 2018 - Making Ontario a Human Capital Leader platform focuses on four core areas; strengthening our human capital investment, expanding educational capabilities, establishing a more efficient government, and reimagining workforce regulations.

Ideas 2018: Making Ontario a Human Capital Leader


Sexual Harassment in the Workplace

HRPA has released a new paper entitled “Doing Our Duty: Preventing Sexual Harassment in the Workplace” that explores how prevalent the issue of sexual harassment is in Canadian workplaces and makes recommendations to business and government leaders to combat and prevent harassment within their organizations.

Doing our Duty: Preventing Sexual Harassment in the Workplace
Sexual Assault & Harassment in the Workplace Infographic


Upcoming Changes to Workplace Violence & Harassment, Maternity & Parental Leave

The Government of Canada introduced two major legislative changes in November 2017. These changes—one regarding workplace violence and harassment and the other regarding maternity and parental leave—signal major workplace trends that are crucial to the health and happiness of Canada's workforce. The legislation only covers federally regulated workplaces, but provincial employers will have to review their practices to keep up with these two major workplace issues. This paper will discuss how both announcements have been received by analysts and employers and will make recommendations for stakeholders.

Policy Analysis: Upcoming Changes to Workplace Violence & Harassment, Maternity & Parental Leave


What Does Artificial Intelligence Mean for HR Professionals?

As robotics and automation become key drivers of the new economy, a new paper by the Human Resources Professionals Association (HRPA) reveals that the use of artificial intelligence (AI) has already found its way into human resources (HR) departments, a trend that is expected to further grow in the coming years. The paper explores key areas in which AI can help organizations reduce the administrative burden, recruit, reduce bias and improve employee engagement. The paper also outlines the legal and technological issues surrounding AI, and makes 8 recommendations to employers and HR professionals on using AI to assist with recruiting, reducing bias and improving employee engagement.

A New Age of Opportunities – What Does Artificial Intelligence Mean for HR Professionals?


The Intelligence Revolution

Over the next decade, the future of work will be shaped by a completely new force: the “Intelligence Revolution”. It will be driven not by incremental automation in manufacturing processes but by exponential change based on machine learning, virtually free data storage and communication, and ever-increasing computational power that rivals some human capabilities. These developments will change what a job means, affecting the work we do and how we do it. The report introduces a series of new work archetypes based on the future-proofed capabilities we believe Canadians will need to succeed. It also includes recommendations for business executives, government leaders, business, and workers themselves that we believe must be implemented to put Canada on the path to success.

The Intelligence Revolution - Future-proofing Canada’s workforce


Review our archive of Public Policy white papers >>
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