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Chartered Professionals
in Human Resources

FAQ

Pursuing regulation of the HR profession is a complex issue. These FAQs address the most common questions. Check back often as information will be added as new questions arise.

Why is CPHR BC & Yukon pursuing legislation at this time?
Our Board of Directors strongly believes that with the evolution of the profession and the complexity of workplaces, public interest would be upheld if HR professionals are subject to the same complaints and discipline processes as other professionals.

What is your timeline? Is there urgency?
We understand these things take time. The legislative agenda is already very busy and we are working within government’s timelines. We have the support of our members and stakeholders and the matter could be dealt with expeditiously.

What will this cost?
The proposal is revenue neutral to the government but will require resources from CPHR BC & Yukon to ensure we have the proper systems in place to oversee the complaints and discipline processes.

Won’t this add to red tape?
We don’t believe it will. Our members are already subject to a registration system.

Will this limit entry into the profession or somehow limit competition for HR services?
One does not need to be a member of CPHR BC & Yukon to practice as a human resources professional in BC. However, the marketplace is increasingly demanding professionals who hold the CPHRTM designation.

What is the situation elsewhere in Canada?
The human resources profession in Québec has been regulated since 1973. Ontario has recently amended its 1991 act to give the HR profession additional powers such as title protection for the CPHRTM designation. The profession in Alberta and Saskatchewan are seeking the same authority with their respective governments.

Who supports this?
Our members strongly support the initiative. Increasingly, the business community is seeking professionals who hold the CPHRTM designation. In that respect, it makes sense to seek title protection.

What would the legislation include?
Typically, professional legislation defines the objects of the association, creates an obligation for standards of practice, prescribes criteria for entry into the profession, defines scope of practice, provides for title protection, sets out the governance framework and ensures compliance with relevant legislation and agreements such as the AIT and TILMA. The legislation could be modelled on other professional legislation such as the one currently being considered for the accounting profession.

Is the legislation required for member mobility in Canada?
The HR profession in Canada has an agreement to ensure the mobility of members across provincial borders. However, CPHR BC & Yukon would like to ensure the same level of professional obligation and title protection in BC as is enjoyed in Ontario and Québec.

What will be the responsibilities of government in monitoring the profession?
The main responsibilities would include introducing and passing legislation. Once that is accomplished, we expect the Lieutenant-in-Council would appoint public representatives to our Board of Directors as is the case in other jurisdictions. We publish our annual reports and would remit a copy to the Minister.

How does this support the BC jobs plan?
We understand the BC government is committed to a plan to create long-term jobs and investment in the province. HR professionals create value for organizations by contributing their expertise to ensure safe, healthy, fair and competitive workplaces. They work with employers to ensure they have access to a skilled workforce and work to ensure employees have the skills they need to succeed.

What are the current labour market trends in the human resources profession?
Over the past few years, the number of specialists in human resources has increased sharply. Many factors led companies to give more importance to planning and developing strategies for hiring, retaining the existing workforce, training and work organization. Some of these factors include the emergence of the knowledge economy, growing global competition, employee productivity requirements, the implementation of compensation methods linked to the attainment of corporate objective and the adoption of increasingly complex statutes and regulations that govern the work world. (Source: www.servicecanada.gc.ca)

Can you give me a snapshot of the profession in B.C.?
There are 5,400 human resources managers (NOC 0112) in BC. The average salary is between $66,000 and $95,000.

  • Expected number of job openings (2012 – 2022)
    2012 900
    2017 1,000
    2022 1,000
    Cumulative number of new jobs (2012 – 2022) 9,600
    % job openings from replacement 75%
    % job openings from expansion 25%
  • Expected growth in employment demand
    Forecasted demand for workers in this field.
    2012 19,100
    2017 20,300
    2022 21,600
    Projected Unemployment rate
    2012 4.6%
    2017 4.8%
    2022 2.7%

    Source: BC Labour Market Outlook 2012-2022