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About​ HRPA

​​​​​The Human Resources Professionals Association protects the public interest by governing and regulating the professional practice of its more than ​​​​​23,000​ 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 ​​​​​23,000​ 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 magazine in Canada eight time a year 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 the ​HR Designations section of the website.

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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 through 2020 in the About H​RPA section of the website.

 

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.​

Recent News​​​


Clearing the Haze - The Impacts of Marijuana in the Workplace

The state of cannabis use in Canada is an ever-changing landscape. Registered medical marijuana users are growing exponentially, and the number of recreational users is expected to rise in a similar trend when the Cannabis Act comes into effect. Canadian employers are concerned that the normalization of marijuana use will lead to serious changes in the workplace. Four major areas of employment are expected to be affected: health & safety, the duty to accommodate, drug benefit plans, and drug testing. A June 2017 survey of HRPA members showed that nearly half of respondents do not feel their existing policies are equipped to handle these changes. This new white paper from HRPA details the major areas of concern and makes recommendations for Canadian employers and government to prepare for the new impacts of marijuana in the workplace.

Read the white paper here​


Next Steps for Improvement - Identifying the Gaps Between Education and Employability in Ontario High Schools

Employers continue to voice concerns that new graduates entering the workforce are lacking the core skills required to take on entry-level jobs. This skills gap directly impacts productivity and creates a competitive challenge in today’s global economy. When workers are not able to do the jobs they are hired for, businesses must train them or hope they learn on the job. This takes time, energy and resources, and can impact the economy.

The Human Resources Professionals Association (HRPA) undertook to identify whether there is a skills gap in Ontario, and if so, what particular skills are missing. Through its own unique research, the HRPA has found that various soft skills are missing from the skillset of entry-level workers today, not the hard skills that are easiest for employers to teach.

The development of soft skills continues to be a focus of Ontario’s high school curriculum. These skills have been a measurable outcome on report cards since 1998, and are critical to building a competitive workforce for the 21st century. Without a strong foundation of soft skills developed in high school, students have challenges that progress through higher levels of learning and into the workforce.

With this in mind, this paper explores whether gaps between the current Ontario high school curriculum and employability may be a root cause of this skills challenge, and whether students are being taught the way employers need them to be taught. It provides quantitative evidence directly from employers that a soft skills gap does indeed exist.

Read the white paper here​



The Evolution of Workplace Mental Health in Canada: Report

HRPA is proud to have sponsored ne​wly-released research about the evolution of mental health strategies in the workplace that shows the great strides Canadian companies have taken toward creating psychologically safe and healthy workplaces. 

The focus of the Evolution of Workplace Mental Health in Canada: Research Report (2007-2017) was to examine the evolution of Canadian workplace mental health policies and strategies over the past ten years. 

Although there is, of course, more work to be done, the findings are encouraging. In 2016, 77% of working Canadians indicated attitudes toward workplace mental health issues are better than they were in 2007 (Samra 2017). Additionally, those Canadians who say their workplace is psychologically unhealthy or unsafe (10%) has been cut in half, down from 20% in 2009 (Ipsos 2016).

Developments were examined across several key thematic domains, including: Legal and Standards; Business; and, Sector-Specific Evolution. Significant developments were observed across each thematic area. The project was commissioned by the Great-West Life Centre for Mental Health in the Workplace to support research through the University of Fredericton, led by Dr. Joti Samra, R.Psych.

Read the full report here​


HR & Millennials: Insights Into Your New Human Capital

November 22, 2016 - Millennial workers are the future of all Canadian businesses and represent the largest age cohort in the Canadian workplace, and are steadily moving past entry-level jobs, and into leadership roles. It is therefore critical for the human resource industry to understand Millennials – what defines them, how to attract them, retain them, and integrate them into our organizations.  With this goal in mind the association has undertaken to help its Members understand the Millennial generation by exploring what Millennials look for from their employers and how they can be better transitioned into a new workplace. 

HR & Millennials: Insights Into Your New Human Capital

​How to avoid ticking off your Asia team

October 26, 2016 – Managing remote teams presents a number of new challenges. Luckily, there are clear best practices to help ease and streamline the process. HRPA board member Girish Ganesan provided some insight to the Globe and Ma​il on the topic, and set out three things that are crucially important when operating on the global stage.

How to avoid ticking off your Asia team​​

Want a skilled workforce? You need skilled collaboration

October 25, 2016 - An estimated one in three Canadian graduates are currently working in low-skill jobs unrelated to their education. Meanwhile, 59 per cent of HR professionals feel that Ontario students, workers and businesses do not currently have sufficient access to labour market data. Identifying and closing those gaps to build a strong, highly skilled workforce was the central goal of Strengthening Ontario's Workforce for the Jobs of Tomorrow, a report released this week by HRPA. ​

​Want a skilled workforce?​

HRPA's proposal to begin development of global HR competency framework endorsed unanimously​

September 26, 2016 - HRPA last month presented its comprehensive core competency framework to a technical committee (TC260) of the International Standards Organization (ISO) with a recommendation that ISO should mandate a multinational working group to develop global standards in HR integrating competency frameworks from various countries into a single global framework. The committee approved HRPA’s proposal unanimously, and created a new working group to develop that harmonized framework. HRPA CEO Bill Greenhalgh was named Chair.

HRPA proposal

HRPA Applauds Direction of Ontario Premier's Highly Skilled Workforce Expert Panel Report

June 23, 2016 - The Huma​n Resources Professionals Association ("HRPA") applauds the direction outlined today by Ontario Premier Kathleen Wynne's Highly Skilled Workforce Expert Panel. 

 HRPA applauds Highly Skilled Workforce Panel

HRPA members who conduct workplace investigations to be exempt from the PSISA

June 20, 2016 - Ministry of Economic Development, Employment and Infrastructure introduced a package of legislative amendments that are intended to reduce regulatory burdens and practices that cost businesses time and money. As a result of our advocacy work, one of the legislative amendments will be to our act which will now allow HRPA members who conduct workplace investigations to be exempt from the PSISA.

Burden Reduction Act

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Hire Authority gets a new home, more features, enhanced value

June 2, 2016 - HRPA's HR job board, Hire Authority Canada, has moved onto a new feature-rich platform that offers more value to employers and HRPA member job seekers.

Hire Authority

 

CPD Skills Self-Assessments pass 1,000

June 2, 2016 - More than 1,000 members have completed the CPD skills self-assessment since its release on January 23rd, 2016. Individuals have found the tool helpful in identifying and prioritizing their CPD requirements. Organizations say it has helped a lot in terms of career development plans and department skills gap analysis.

Skills Gap Analysis

 

"Mind the Gap" - Government and industry must fix the gender wage gap, says HRPA

April 12, 2016 - HRPA white paper calls on government and businesses to address the gender wage gap in Ontario.

Mind the Gap whitepaper

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