leadership matters
depending on the size or classification of the
employer (we’re looking at you, AODA).
These changes can appear overwhelm-ing.
It’s enough to make anyone take a few
deep breaths into a paper bag.
However, as always, we here at
the Human Resources Professionals
Association (HRPA) and HR Professional
are doing our utmost to help you nav-igate
those changes. For our October
Employment Law issue, both of our main
features discuss the critical information you
need to stay compliant with the changing le-gal
landscape. We’re also proud to be hosting
our annual HR Law Conference at the St.
Andrew’s Club and Conference Centre this
month, with a standout roster of the biggest
names in employment and labour lawyers.
At HRPA, we’re very proud of the lead-ing-
edge employment law knowledge that
our members possess. Each of our three
HR designations has an employment law
component, so organizations can rest as-sured
they are hiring a designated HR
professional who has thorough knowl-edge
of legal compliance – and with our
continuing professional development
(CPD) requirement, that knowledge is al-ways
being updated and refreshed.
While it will always require hard work
and commitment to keep on top of com-plex
legal changes, the dedication we’ve
shown toward this endeavour is testa-ment
to the professionalism of HR. We
have become a trusted business partner
when it comes to safeguarding our or-ganizations
from legal risk – and that is
certainly something to be proud of. n
Karen Stone, CHRE, is chair of
the Human Resources Professionals
Association.
EACH OF HRPA’S THREE
HR DESIGNATIONS HAS AN
EMPLOYMENT LAW COMPONENT, SO
ORGANIZATIONS CAN REST ASSURED
THEY ARE HIRING A DESIGNATED HR
PROFESSIONAL WHO HAS THOROUGH
KNOWLEDGE OF LEGAL COMPLIANCE.
6 ❚ OCTOBER 2017 ❚ HR PROFESSIONAL
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