What is a CPHR?

The Chartered Professional in Human Resources (CPHR) designation is a nationally recognized level of achievement within the field of human resources.

It reflects a conviction that the professional practice of human resources management can safeguard the interests of employers, employees and the business community. The designation represents continuing recognition of the bearer’s professionalism. There are over 27,000 HR professionals across Canada who have discovered the CPHR advantage.

There are currently more than 3,700 CPHRs in BC and the Yukon, with roughly another 1,300 (currently CPHR Candidates) expected to earn the designation in the next few years.

Five paths for becoming a CPHR

There are a variety of paths to become a CPHR. These paths reflect the varied education and experience we see in the profession today.

Find out more

Earn more and get promoted faster.

All of the HR associations across Canada came together in 2021 to conduct a National Salary Survey using the third-party survey company, Insights West. The survey results demonstrate both a perceived and actual value for the CPHR designation. 

  •  82% of HR professionals feel their CPHR designation has benefited their career.
  • Those with an CPHR designation earn, on average, higher salaries than those without ($107K vs. $87K)
  • Members with a CPHR are more likely to be in a management position (63% vs. 46% without the CPHR designation).

CPHR FAQs

CPHR BC & Yukon staff are available Monday-to-Friday, 8:30AM to 4:30PM to assist with answering any questions you have about the designation. We have also put together an FAQ resource below to help answer some of the common questions our staff receive on a regular basis.

General Questions

Like MBA or CGA, CPHR should be pronounced by saying each letter separately.

To obtain a CPHR designation with CPHR BC & Yukon, you must maintain a CPHR BC & Yukon membership and then select the best path for you. Find out more.

All fees listed below are in addition to general or student dues. Fees and dues are subject to applicable taxes according to the member’s location. In BC and Yukon, all fees and dues are subject to 5% GST.

CPHR Application Fee$60
NKE Registration Fee$525
NKE Prep Course Fee (optional)$325-$675 (+GST)
NKE Exam Exemption Fee$460 (25% discount applied if paid within a year of graduating)
Experience Assessment Review Fee$100
Experience Assessment Certification Fee$400
Annual CPHR Dues*$555

*Annual CPHR Dues become payable from the month a member is granted the CPHR designation. A pro-rated amount will be charged to cover the difference in dues up to the existing membership expiry date.

CPHR BC & Yukon collects CPHR dues to maintain, monitor and promote the CPHR designation throughout BC and Yukon ensuring we increase the value of holding the designation. CPHR BC & Yukon also works in conjunction with the CPHR Canada to maintain the standards and continuously raise the profile of CPHR at a national level. One hundred per cent of CPHR dues collected are reinvested in the CPHR designation.

The names of all new CPHR designates will be displayed within our member newsletters and also publicly in marketing for the CPHR Celebration event and publication. You will also be contacted by our event team for more information on the CPHR Celebration event. Should you not want to have your name be listed publicly, please contact cphr@cphrbc.ca.

The framework, the result of an extensive Professional Practice Analysis, is a competency model necessary to effectively practice human resources. A revised and updated CPHR Competency Framework was announced on December 9, 2021.

As such, we are currently in a transition period in regard to which version of the Competency Framework is being used for the National Knowledge Exam and Validation of Experience. Please see the announcement, FAQs below or the specific area of interest for more information about the transition plan.


The previous Competency Framework (in effect prior to Dec. 9, 2021) can be found here. The revised competency Framework (updated Dec. 9 2021) can be found here and establishes 9 HR Specific Competencies and 12 General Competencies:

9 HR Specific Competencies

  • Employee and Labour Relations
  • HR Technology and Analytics
  • Inclusion, Diversity and Human Connections
  • Innovation
  • Learning, Development & Succession Planning
  • Organizational Change and Development
  • Total Health and Wellness
  • Total Rewards
  • Workforce Planning and Mobility

12 General Competencies

  • Business Acumen
  • Collaboration and Communication
  • Continuous Learning
  • Data and Sensemaking
  • Ethical Practice
  • Guide, Coach, Advise
  • Leadership
  • Leading Projects
  • Personal Agility
  • Relational Intelligence
  • Systems Thinking
  • Working Digitally

Revised CPHR Competency Framework (December 2021) 

When is the first National Knowledge Exam (NKE) that will be based on the revised CPHR Competency Framework?

The Fall 2022 NKE sitting will be the first exam based on the revised Competency Framework. (The spring 2022 exam will be based on the existing Competency Framework).

When will assessments for the Validation of Experience (VOE) use the revised CPHR Competency Framework?

VOE assessments submitted in 2023 will be based on the revised Competency Framework. The documentation for this will come out in 2022. The first submission date that this will apply to will be February 15th, 2023. Assessments made in 2022 will use the existing VOE forms and Competency Framework.

What does the revised Competency Framework mean for me as a CPHR designation holder?

This does not impact you directly other than for you as a CPHR to be aware of the revised Competency Framework in your work and learning. You do not have to do anything differently, but please review the contents of the revised framework as your updated professional standard. Your hourly CPD requirements do not change but please refer to the FAQ below on reporting CPD for the 2022.

As a CPHR, does the revised Competency Framework affect my requirements for Continuing Professional Development (CPD) reporting?

CPD reporting requirements are unchanged in regard to hourly requirements and qualifying activities.

The 2021 CPD reporting year (all CPD activities between January 1, 2021 and December 31, 2021) will follow the existing Competency Framework

The 2022 CPD reporting year (all CPD activities between January 1, 2022 and December 31, 2022) will follow the revised Competency Framework.

What does the revised Competency Framework mean for me as a CPHR Candidate?

It does not affect your status as a CPHR Candidate, however if you submit your VOE assessment in 2023 onwards, the VOE application will be based on the revised Competency Framework.

What does the revised Competency Framework mean for me as a general (non-CPHR) member?

It only impacts those who proceed on a pathway to obtain the designation. See the FAQs above regarding the NKE and VOE.

I see there are 12 General Competencies in the revised Competency Framework. What should I know about these?

The 12 General Competencies replace the 5 Enabling Competencies in the existing framework. The General Competencies will account for 10% of the NKE when the NKE adopts the revised Competency Framework in fall 2022 (with 90% of the exam testing the HR Specific Competencies at that time).

National Knowledge Exam (NKE)

The National Knowledge Exam® (NKE) consists of 160 multiple-choice questions which are framed around the The HR Competency Framework as they relate to academic knowledge of the nine functional dimensions of HR. Find out more details about NKE content and structure.

Yes, the registration deadline is two months before the exam date. More information about exam dates and deadlines is available from the CPHR Canada or refer to CPHR BC & Yukon’s online calendar.

CPHR Canada policy states all registrants must be a member of an authorized provincial HR association and complete the coursework requirement in order to write the exam. Association membership must be renewed on an annual basis.

Exam preparation varies based on your education, experience, and study preferences. Information on preparation workshops and self-directed learning resources is available in the CPHR Exam Centre.

CPHR BC & Yukon recommends exam writers have taken at least one academic introductory HR course. Many academic institutions have human resources programs that support the CPHR.

The CPHR Knowledge Exam Preparation course offered by CPHR BC & Yukon is optional. The goal of the prep course is to provide a high-level theory review and strategies for writing and preparing for multiple choice exams. Prep courses are held in several communities across BC and are posted on the online calendar.

Effective as of the November 2014 exam session, candidates who fail the NKE three times are required to wait a full year before attempting the NKE for a fourth, and final, time. A fifth attempt may be permitted following a review process by your provincial HR association.

Yes, you may defer writing the exam by completing a deferral application form and forwarding proof of your extenuating circumstance. Depending on when you submit the deferral form, there may be a fee of $100-$225 to defer writing the exam until the next sitting. Completed deferral forms MUST be received five business days prior to the exam date. Any deferral requests received after the cut off will be considered ‘no shows’ and lose the option to defer the exam to the next sitting. Please note our deferral policy.

No, if you do not attend on the day of the exam, you forfeit your exam fee.

Exam results are emailed about eight weeks after each exam session. This includes the time needed to receive exams, verify all exam documents have been returned, as well as the time to process and score exams. It also allows time for the results to be reviewed and test accuracy verified.

Manual re-scores are available for those who believe that there has been an error in the scoring of their exam. Requests for manual rescore will be accepted for 20 days following the release of exam results.

To request a manual re-score for the NKE at a cost of $65 + GST, please contact the CPHR Registrar at cphr@cphrbc.ca.

Please note that manual rescoring seldom changes the score. Machine scoring is very accurate.

A revised and updated CPHR Competency Framework was announced on December 9, 2021. As such, we are currently in a transition period in regard to which version of the Competency Framework is being used for the NKE. The Fall 2022 NKE sitting will be the first exam based on the revised Competency Framework. The spring 2022 exam will be based on the existing Competency Framework.

Coursework Requirement

Exam results are emailed approximately eight weeks after each exam session. It also allows time for the results to be reviewed and the quality of the exam verified.

Overall scores are reported as scaled scores to ensure consistent reporting of scores between different versions of the NKE. It is achieved through mathematically converting raw scores into scaled scores with the passing scaled score always equal to 500. Find out more about exam scoring.

There are nine (9) required HR courses you must complete to be eligible to write the National Knowledge Exam (NKE). These courses are:

  • Accounting and Financial Management
  • Human Resources Management
  • Industrial Relations
  • Organizational Behaviour
  • Occupational Health and Safety
  • Recruitment and Selection
  • Strategic Compensation
  • Strategic Human Resources Planning
  • Training and Development

These courses align with CPHR Canada’s Competency Framework and are fundamental knowledge areas of human resources.

You can complete the required courses in a variety of ways:

  • With a post-secondary degree or diploma in HR
  • With HR courses completed within your non-HR diploma or degree
  • With a post-secondary certificate in HR

Via the CPHR Canada Program Portal with online courses from Captus Press

Yes, eligible Human Resource courses you completed within your non-HR diploma or degree in Canada can be applied to the coursework requirement. A review of your official transcript of HR courses can be conducted by Prior Learning Assessment and Recognition (PLAR) by Captus Press Inc. for $70/course. There is also an equivalency database also known as Pre-determined PLAR that will be available that will include courses and program equivalencies. If your course is listed in the database, it would count as one of the required coursework.

An equivalency database is set up and maintained by Captus Press Inc. at no cost. It is a chance for individuals to login to see if their courses or programs has equivalencies to the CPHR Academic Program.

Your official transcripts need to show an average of C+ or a numerical grade of 65% for each course.

There is no limitation for the length of time between the completion of a course and its consideration for PLAR. In all cases, students must be able to supply all required documentation for PLAR to proceed, if such documentation does not pre-exist within the PLAR Equivalency Database.

We will review your Canadian diploma or degree in HR to see if it fulfills the coursework requirement so you can move to the next step in obtaining your designation – registering for the National Knowledge Exam.

We will review any post-secondary certificate programs and courses you have taken to determine the eligibility of waiving some or all the required courses.

If you have completed an HR diploma or a degree in HR then we require a course-by-course International Credential Evaluation Service (ICES) or equivalent, assessment completed on your education. If you have completed a non-HR diploma or non-HR degree from outside of Canada, but you completed specific HR courses within the program, we require a course-by-course International Credential Evaluation Service (ICES) or equivalent, assessment completed on your education. If you did not complete any HR specific courses within your program, then we can accept a basic assessment.

You are eligible to register for the NKE when you have completed the coursework requirement and have shown the Registrar documentation.

Degree Requirement

CPHR BC & Yukon members who do not hold a bachelor’s degree are eligible for the CPHR designation under “Path 2: Non-Degree“. Requirements for this path include the National Knowledge Exam plus 8 years of professional-level HR experience.

If you received your degree within Canada, contact the university’s registry and have your official transcript sent directly to the CPHR Registrar at CPHR BC & Yukon. The transcript fee varies, and is typically in the range of $10-$15.

If your degree is from outside of Canada, you will need to have a basic report completed by either of the International Credential Evaluation Service (ICES) or World Education Services. The cost for a basic report is approximately $125.

Validation of Experience (VOE) Requirement

The experience requirement has been established to ensure candidates have demonstrated the capability to operate at a professional level in an area of human resources and that a common standard is met across Canada. The CPHR experience requirement is established in compliance with the National Guidelines of CPHR Canada.

After passing the National Knowledge Exam® (NKE), candidates for certification who hold a degree have a maximum of 10 years to prove they have three years of experience in HR at a professional level in order to earn the CPHR designation. Candidates without a degree must have a minimum of eight years experience within fifteen years. The three years of experience must be gained within the last ten years. The experience must be gained in 12 of the 44 functional competencies in the knowledge areas and in a minimum of 3 of the 5 enabling competencies.

Foundational HR Experience refers to HR work at an administrative or transactional level. It may include HR tasks that are routine in nature, lower in complexity and/or autonomy and executed with direction that is clearly defined.

Foundational HR experience would be gained in an HR entry level position and helps to build the base or foundation of one’s HR career by giving exposure to various HR competencies required at the Applied HR level.

The scope of HR practice is the creation and implementation of all policies, practices and processes to effectively organize and manage human capital resources in the workplace in service of the ultimate goal of enhancing business outcomes. Human Resources Management involves maintaining or changing relations between employees, between employers or between employers and employees.

The Practice of Human Resources includes, but is not limited to, one or more of the following:

  • Development and implementation of human resources policies and procedures;
  • Consultation in the area of human resources management;
  • Providing advice to clients, managers and employees in matters pertaining to management of human resources;
  • Representation of clients and organizations in proceedings related to human resources management;
  • Program development and evaluation in the area of human resources management;
  • Supervision of other Human Resources professionals/practitioners;
  • Coaching of employees, manager, and other individuals in matters relating to work and employment;
  • Conduct of research in the area of human resources management and,
  • Teaching in the area of human resources management.

In determining whether a candidate’s experience is at the “Applied HR” level, the following factors are taken into consideration.

  • Independence of actions – the amount of planning, self-direction, decision- making and autonomy involved in the work experience.
  • Depth of work requirements – the extent to which work experience requires data analysis and interpretation.
  • Level of interaction – the degree to which the individual interacts with a broad spectrum of contacts, including decision-makers.
  • Responsibility for work outcome – the accuracy and extent to which the individual is held accountable for their work and decisions.

Applied HR experience does not necessarily mean supervisory or managerial. It does not matter whether one is working as an independent contractor or as an employee of an organization.

Applied HR experience can be obtained whether one is in a specialist position or a generalist position.

All candidates for CPHR certification are required to demonstrate HR experience in order to attain the CPHR designation:

  • three years of professional HR experience with a degree (maximum of 1 year of foundational and two years of applied) or
  • eight years of professional HR experience without a degree (maximum of 3 years of foundational and 5 years of applied)

Candidates are permitted 10 years to obtain the required amount of professional experience from the time they become a CPHR Candidate. Should additional time be needed, please contact the CPHR registrar to request an extension.

Candidates for certification who have the required experience must submit a completed Validation of Experience form. The form describes the work they have done as it aligns with the Competency Framework. Their current (or, if unemployed, most recent) supervisor must sign the document to verify it. Upon submission, the form is reviewed by a panel of experienced CPHR holders to determine if the experience satisfies the requirements of the designation.

Experience Assessments are reviewed three times per year. The deadline for submissions is February 15, May 15, and September 15 each year. Members will be notified of their results in April, July and November.

No. Your experience is not dependent on your job title. Experience is reviewed based on the competencies, which may be demonstrated in a variety of different positions.

Yes, foreign HR experience may be accepted if it meets our standards outlined in the VOE handbook.

The human resources field is very diverse and presents many opportunities to obtain both a breadth of experience and a specialization. Each individual experience submission presents a unique background and set of accomplishments. We recommend reviewing the CPHR Competency Framework to ensure your current position and any others you might consider, aligns with the competencies set out for an HR professional. Remember, you will need to show evidence of experience gained in 12 of the 44 functional competencies in the knowledge areas and in a minimum of 3 of the 5 enabling competencies.

Review the VOE Handbook before completing the form. Give specific examples of the work that YOU are responsible for and have completed including the impact that it has on the organization. For each competency selected, structure your example using the STAR Method.

Experience is reviewed by a panel of CPHR holders who have been selected for their expertise in various employment sectors. Work experience submissions are also subject to audit by the CPHR Audit Committee.

You are eligible to submit your experience for review after becoming a CPHR Candidate and sending in proof of your degree (if applicable). You have 10 years from this time to complete the experience requirement.

A revised and updated CPHR Competency Framework was announced on December 9, 2021. As such, we are currently in a transition period in regard to which version of the Competency Framework is being used for the Validation of Experience. Assessments made in 2022 will use the existing VOE forms and existing Competency Framework. VOE assessments submitted in 2023 will be based on the revised Competency Framework. The documentation for this will come out in 2022. The first submission date that this will apply to will be February 15th, 2023.

Maintaining the CPHR Designation

All CPHR holders must remain a member of their provincial association and comply with the Continuing Professional Development Standards.

Continuing Professional Development Standards

All CPHR members must report annual CPD hours by January 31st of the following year.

Refer to the Summary of Qualifying Activities for a list of categories and number of hours for each activity.

Ethics Training

CPHR Canada and its member associations, including CPHR BC & Yukon, have introduced a mandatory ethics requirement that all CPHR designees must include as part of each three-year CPD requirement period starting in 2021- 2023.

CPHR Canada has developed a course to satisfy this requirement and to help you familiarize yourself with the essential concepts of ethics. More specifically, to:

  • Raise your awareness of its importance.
  • Empower you to detect ethical issues.
  • Introduce you to the ethical analysis of situations.

Upon completion you will be better prepared to play an even more critical role in your workplace.

In the initial three-year period, you can take it any time starting in 2021 and finishing by the end of 2023.  It is your choice how to incorporate these hours into your CPD reporting going forward.

You are required to report 60 hours CPD in each three-year period as part of your continued certification. Three of the 60 hours must now relate to ethics specifically. Each three-year period of 60 hours must contain three hours relating to ethics.

Once you log in as a CPHR BC & Yukon member, you can submit your total CPD hours under “My CPD Hours.”

You can also add your ethics hours under “Self-Reported Hours” if you choose to use this method of recording your hours.

We recommend you keep proof of your ethics course completion in case you are selected for an audit.

There is a mandatory ethics requirement, but CPHR members can choose the provider. To offer more support to its members, CPHR Canada partnered with Neovox Media to create a three-hour ethics course called Professionals in Grey Areas – How to Make Ethical Decisions which is free by invitation from your provincial association.

The CPHR Canada ethics course is free for CPHR members and will provide you with the three-hour minimum.

CPHR BC & Yukon sent an email to all CPHR members, this email included a link to register and further instructions on how to navigate the platform.

To register for the ethics course you need to have the email address provided in the email sent to you, your CPHR ID number and know the province where your designation was granted. The province is case sensitive and should be spelled British Columbia in order to register.

Accreditation and Recognition Agreements

Accreditation or a recognition agreement is formal acknowledgement of CPHR BC & Yukon’s endorsement of an institutional program deemed to have met recognized competency areas culminating in a required level of skills and knowledge satisfying the CPHR body of knowledge.

One of the benefits of a recognition agreement is that students enrolled in programs recognized through an agreement and, upon successful completion of the program, are eligible for exemption from the National Knowledge Exam.

Acsenda School of Management (BBA-HRM option), BCIT (HRM diploma program), Camosun College (HRML degree program), College of New Caledonia (PDHRM program), Douglas College (Post-Degree Diploma in HRM, Post-Baccalaureate Diploma in Advanced HRM or BBA Concentration in HRM), Kwantlen Polytechnic University (HRMT degree program), Okanagan College (BBA (HRM) degree program), Simon Fraser University Continuing Studies (HRM certificate program), Thompson Rivers University (BBA (HRM) degree program or Post-Baccalaureate in HRM), Trinity Western University School of Business (BBA degree program with a specialization in HR), University of the Fraser Valley (BBA (HRM) degree program), University of Northern British Columbia (BComm (HRM) degree program), and Vancouver Island University (BBA (HRM) degree program) currently have agreements with CPHR BC & Yukon. The association is in talks with a number of other post-secondary institutions.

Accredited HR Diploma/Certificate

  • The agreement with BCIT (HRM diploma program) applies to students graduated May 2013 or later.
  • The agreement with SFU Continuing Studies (HRM certificate program) applies to students graduated May 2016 or later.

Accredited HR Degree/Post HR Diploma

  • The agreement with Acsenda School of Management (BBA-HRM option) applies to students graduated May 2014 or later.
  • The agreement with Camosun College (BBA (HRML) degree program or Post-Degree Diploma) applies to students graduated December 2012 or later.
  • The agreement with College of New Caledonia (PDHRM program) applies to students graduated August 2016 or later.
  • The agreement with Douglas College (Post-Degree Diploma in HRM, Post-Baccalaureate Diploma in Advanced HRM or BBA Concentration in HRM) applies to students graduated May 2020 or later.
  • The agreement with Kwantlen Polytechnic University (HRMT degree program or Post-Degree Diploma) applies to students graduated May 2012 or later.
  • The agreement with Okanagan College (BBA (HRM) degree program) applies to students graduated May 2013 or later. The Post-Baccalaureate Certificate in HRM applies to students graduated May 2022 or later.
  • The agreement with Thompson Rivers University (BBA (HRM) degree program or Post-Baccalaureate in HRM) applies to students graduated May 2017 or later)
  • The agreement with Trinity Western University School of Business (BBA degree program with a specialization in HR) applies to students graduated April 2019 or later.
  • The agreement with University of the Fraser Valley (BBA (HRM) degree program) applies to students graduated May 2017 or later.
  • The agreement with University of Northern British Columbia (BComm (HRM) degree program) applies to students graduated May 2017 or later.
  • The agreement with Vancouver Island University (BBA (HRM) degree program) applies to students graduated May 2017 or later.

Accredited HR Masters Degree

  • The agreement with University Canada West’s MBA Program, HR Elective Area applies to students graduated April 2021 or later.

As long as you are enrolled in the particular human resources program, a current member of CPHR BC & Yukon, and achieve a cumulative GPA equivalent to a B-, then you will likely qualify. Each institutional agreement may have additional requirements.  You need to ensure you complete and submit the exam exemption form and fee payment. (see below)

To apply for exam exemption, complete the exam exemption form and fee payment.

CPHR BC & Yukon is committed to the integrity of the CPHR. By identifying and partnering with specific post-secondary institutions that have comprehensive HR programs, the association is able to conclude that students graduating from those programs have a breadth and depth of the CPHR body of knowledge equivalent to that required to successfully pass the NKE.

There are no additional costs for members wanting to take advantage of this path to the CPHR. Student members wishing to utilize this option will pay the CPHR Application Fee of $60 and an exam exemption fee of $400. This amounts to the same cost if one chooses to write the NKE.

Ask a CPHR

Thinking about adding letters after your name? Do you wonder if the CPHR designation is worth it? Don’t take our word for it. Hear directly from your peers how the CPHR is making an impact through benefits such as Advancement, Community, Credibility, Expertise and National Recognition.

Have questions? Want to learn more from a real-life CPHR? Choose the person or benefit that resonates with you and email info@cphrbc.ca to make a connection.

“I chose the CPHR designation as it could provide me with a broader Canada-wide perspective. Ultimately, the CPHR is the designation of leaders for both current and future HR professionals.ˮ

With over thirty years of experience that included senior management roles as well as a Professorship in Human Resources, 2018 was the year to pursue my CPHR designation.

The CPHR has provided me with a rounding and confirmation of my years of human resources training both in the United States and Canada. Since obtaining my CPHR, many students are interested and have asked me to aid them in obtaining their eventual CPHR designation.

The hundreds of students who I lead through their academic careers will be provided with a more global Canadian approach to pursuing the CPHR designation. As an educational institution, we are constantly revising and adding curriculum to face the future of HR. My research course is based on Canada as our global partner, where CPHR competencies will be incorporated into our learning modules. Plus, networking with a professional peer community for our students in undergraduate and post-graduate studies will be very instrumental in their future success.

Jerome Collins, CPHR
Professor/Coordinator Human Resources/Management & Economics
St. Clair College, Windsor, ON

“As I’ve grown my career, I’ve been fortunate to experience the support of an entire association focused around my development and career advancement. I am truly grateful for the power of my network and the support of the profession.ˮ

Joining CPHR BC & Yukon and earning my CPHR designation came in tandem. I found myself stepping into a world in which I was able to connect and collaborate with other members. Eight years later, I can look back and see the many ways it has positively enriched my career path through connections, collaborations and learnings. The superpower of community never fails to amaze me. As I’ve transitioned and grown my career, I’ve been fortunate to experience the support of an entire association focused around my development and career advancement. I am truly grateful for the power of my network and the support of the profession.

Creating connection then leads to collaboration. As an HR professional and CPHR, I feel I have a duty to use my voice to help steer the profession. I have found great value in partaking in the Advisory Council, Professional Mentorship Program and Conference Steering Committee as it allows me to work alongside others, share ideas, and ultimately generate results for the association and the profession.

From conferences, symposiums and roundtables, there are ample learning opportunities with CPHR BC & Yukon to stay current on trends and best practices and maintain my designation. I highly recommend the CPHR designation and CPHR BC & Yukon to anyone considering it, but would also add, it is what you make of it. I encourage others to actively utilize their designation and membership.

Serena Morphy, CPHR
People, Culture, Inclusion & Engagement Strategist & Facilitator

“Though not the standard human resources professional, I would like others to be aware that a synergy exists when we fuse principles of HRM with atypical areas of expertise such as those of the school leaders.ˮ

As a public-school principal, I am responsible for the exceptional delivery of educational services. Working in what is essentially a service-oriented profession, educational leaders manage, supervise and lead school employees as we deliver student success. By way of their roots as school teachers, principals traditionally concentrate on professional development activities that are focused on educational innovation and strategy specific to student development. Given time, the principal is expected to become expert in this area, often at the expense of the acquisition of knowledge, skill and ability in concepts of management and leadership.

Human resource management is a critically important area of my work and in recognizing that my expertise of this field was limited, I began to expand my professional development in this area. Before long, I recognized the impact that HRM study had on my work with school employees. By becoming better at working with the employment and learning needs of the professional and para-professional staff, the more efficient the entire operation became; transferring impressively to the student learning environment.

Personal professional development in this area fostered an interest in the CPHR designation. As a CPHR, learning resources and professional network opportunities extend my expertise and effectiveness as a leader of people. Additionally, the CPHR designation is widely recognizable and, even in the industry of education, employers appreciate the rigor and quality that the CPHR represents.

I often speak to colleagues about the value of study in human resource management and the positive impact this has on my overall practice. There are professionals in unique leadership roles where human resource support is not the core mandate of the operation and where access to such expertise is limited. Many, like myself, can benefit from the learning, recognition, and expanded opportunities for career advancement and diversification that I have enjoyed as a CPHR.

Jacob Sol, CPHR
District Principal
Surrey School District No 36, Surrey, BC

“The CPHR designation demonstrates to my employer, peers and wider network that I possess a strong HR knowledge framework and understanding, have high ethical standards and am committed to continuous learning and development.ˮ

I decided to pursue the CPHR designation because of the value received in confirming my HR knowledge, access to ongoing training and information, updates on legislation and the numerous roundtables, workshops and networking opportunities available.

The impact that the CPHR has had on my career has been instrumental in propelling my growth forward, providing exposure to HR leaders and career contacts, mentors and coaches, as well as providing confidence in my skillset and capabilities.

The connections and deep relationships that I have cultivated through CPHR BC & Yukon have also been invaluable to my career in providing opportunities to discover best practices and emerging trends, develop as an HR leader, and utilize the knowledge of other subject matter experts to work through challenging situations.

Kara Biles, CPHR
Director, Learning and Leadership
Canfor, Prince George, BC

“My career has taken me across the public sector in two provinces, working as an HR professional in roles from entry level, up to leadership positions. I believe the CPHR designation has, as a preferred qualification on many postings, assisted in screening me into a number of job competitions in which I became the successful candidate.ˮ

I decided to pursue the CPHR designation because of the value received in confirming my HR knowledge, access to ongoing training and information, updates on legislation and the numerous roundtables, workshops and networking opportunities available.

The CPHR is well known by leaders and executives in many organizations. You know that when a designated professional is hired, they will be able to handle almost any people situation that comes up whether basic or complex. And it should come as no surprise that having an HR professional with a CPHR on your team can save your company time and reputation when people situations are handled right the first time.

Each of the employers I have been privileged to work with has valued the designation. They recognize that HR professionals with the CPHR are experienced professionals providing quality advice, consultation, strategies and ideas that support the organization’s business needs. And that’s a good thing!

I have always been a continuous learner and early in my career I learned about the CPHR. The designation was appealing to me personally because it demonstrates proficiency and competence in the HR field. You know that when someone has completed their CPHR and maintained the Continuous Professional Development requirement, the individual brings a wealth of knowledge and expertise to their role. Additionally, it provides people like me with the confidence to support and provide leaders in our organizations with professional HR advice.

The designation has also opened the door to meet other CPHRs throughout the island and the province. I have enjoyed attending events led by the association and sharing ideas as a collaborative group with other CPHRs too.

Karen Pettit, CPHR
Senior Manager, Strategic Human Resources
Economy Sector, BC Public Service, Victoria, BC