Calendar of Events

As HR professionals, we experience a unique set of challenges in our careers that are best understood by our peers. We are so focused on supporting others that we often don't get to take care of ourselves! This can lead to feelings of compassion fatigue, frustration and burnout. 

Enter HR Safe Space. A place to come together with peers from all across Atlantic Canada to build connections and foster resilience through sharing common challenges and strategies to overcome them. A place to breathe, a place to "turn off" when you otherwise need to be "on" all day.

Drop in for the sessions that resonate most with you, or come to every single session. The format is lightly structured and is intended to be here as and when you feel you need it. So take some time out for you, just for you, and know that there is always a safe space to land when you need it.

join us for a day filled with legal updates  and best practices from some of NB's top employment lawyers. Topics and details TBD, check back here for updates!

 

 

Time	Event	Title of Session
8:00am	Participant Check-in + coffee/tea available
8:30am	Conference begins
8:30am	Opening remarks
8:45am	Kelly VanBuskirk	The multiplicity of legal claims attracted by a single act of harassment
9:45am	Break
9:55am	Timothy Bell	Termination clauses
10:55am	Break
11:05am	Dominique Fontaine	Workplace Investigations: When, Why & How
12:05pm	Lunch
1:10pm	Brittany Trafford	Immigration Law for HR Professionals: Best Practices and Maintaining Compliance
2:10pm	Break
2:20pm	Chris Pelkey	TBD
3:20pm	Closing remarks

Elevate your employee relations skills and learn how to become more strategic through our new member-exclusive event, HR Book Club.  HR is not just about HR: it is about the value that you bring to the organization and stakeholders.  Facilitated by Angela Champ, this one-hour workshop will show you how to approach employee relations cases and how to identify opportunities to bring value to others in your organization. 

There are four workshops in 2023; join us for 1 workshop or for all four.  Each workshop will examine different case studies from the book, "It Depends: Employee Relations Case Studies for Human Resources Professionals and Students."    Registration is free and exclusive to CPHR Atlantic  members; however, you must have a copy of the book to participate in the case studies, so be sure to buy or borrow your copy today!

Financially-stressed employees are 2x times as likely to be looking for a new job. It's a retention landmine- but it doesn’t have to be that way!  

It can cost between 150% and 400% of an annual salary to replace mid-level to high-level employees, so turnover can be a fiscal nightmare for any company, especially when costs are already so high. Employees leaving the company can also lower the morale of the entire group, especially if a few people are leaving at a time, or turnover is becoming more frequent. 

A pension, group RRSP, or health benefits are important to help employees make the most of their resources, but these alone will not create the financial wellness employees need. 

EAP programs are great for employees in crisis, but it won’t help the average employee improve their finances.  And spoiler alert- even senior employees and those with higher salaries get into financial pickles!  Even presentations from the pension provider won’t cover the most frequent financial pains like cash flow and debt. 

More than half of employees are likely to be interested in leaving their current employer for one who cares about their financial health; it’s even worse for those who are stressed out by their finances. According to PwC, 73% of financially stressed employees say they would be attracted to another employer that cares more about their financial well-being compared to just 54% of non-financially stressed employees.

Learn more about this retention power tool:

• How financial stress undermines your retention efforts
• How to evaluate your workplace’s financial education needs
• Strategies to get CEOs and other leadership on board with financial wellness efforts
• How to leverage existing programs to show your care about your team’s financial health
• Measuring financial health trends across your employee group
• Why financial wellness must go beyond EAP programs to be impactful
• Using your financial wellness innovations to become an employer of choice

Are you tired of not being heard in your organization? Why do people choose not to listen to HR?

What you will learn:

• What stops people from hearing your message
• How to get people to listen to you
• How to learn to tell people stories with data
• Why research matters

At the end of this session, you will walk away with practical tips that will help you be heard and seen and move people to action. 

This 21h virtual certification course is spread over 3 days of intensive and interactive learning. Participants will receive:

• WCI Designation and Certificate
• 4 Risk Assessments to help you assess and analyze your organization’s current culture.
• 4 White Paper templates to help you articulate the need for change to Senior Leaders.

Identify and Resolve the underlying issues that are impacting your talent attraction and retention.

 

 Session Topic

Do you find yourself…

…dealing with challenging organizational culture?

…wanting to make a difference, but not knowing how?

…struggling to get buy-in for change?

By taking the course — and becoming WCI certified — you will have a clear understanding of how workplace cultures are built, and a series of tools that will assist you in assessing and analyzing your organization’s risk, allowing you to create the business case for change.

In this course, you will…

• Build on your existing skills and experience to take ownership of your learning.
• Explore the fundamentals of the Workplace Culture Hierarchy, and how it can be used to create innovative strategies for strengthening relationships and better human connections.
• Investigate and mitigate your company’s risk at each stage of the Hierarchy.
• Use tools and strategies that will provide the data you will need to create targeted and meaningful interventions.
• Increase your business acumen and create a plan for how to put this learning into action in your workplace.
• Build your profile as a leader capable of getting the best work out of employees.