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The Certified Human Resources Leader (CHRL) – Canada

Certified Human Resources Leader CHRL – Canada

The Certified Human Resources Leader CHRL) designation awarded by the  Human Resources Professionals Association (HRPA), is the national standard for excellence in professional human resources management.

The CHRL designation is the professional level designation of qualification in Canadian human resources management, while the CHRP designation is the entry-level designation.

The CHRL/CHRP designation positions the human resources professional at the leading edge of the profession in Canada, enhances their lifetime earning potential, and represents their commitment to professional development throughout their career.

There have been significant changes in what is expected of human resources professionals. For example, they must understand their organizations better and operate at a more strategic level, provide a higher level of thinking, be more solution providers and fewer process administrators.

HR professionals at the CHRL level can be found in either specialist or generalist positions.

Individuals at this level have responsibilities such as, but not limited to, managing projects, programs, and initiatives; implementing plans passed down by senior management; and delegating tasks to entry-level staff. In professional matters, individuals at this level can act independently.

Individuals at the CHRL level will often have position titles such as Director of HR, Human Resources Manager, Human Resources Generalist, and Human Resources Specialist.

Completion of the CHRL requirements confers the right to use the title Certified Human Resources Leader and the right to use the initials CHRL after your name.

The course content has been developed and organized to reflect the specific competencies identified in HRPA’s Professional Competency Framework.

This Preparation Course is an excellent resource for those preparing to write the exams. It has been specifically designed to introduce participants to the many required functional competencies identified as essential for HR Professionals seeking to earn the Certified Human Resource Leader CHRL professional designation.

You might be interested in other HR Programs as a next step.

YOU WILL LEARN HOW TO

CHRLs are HR professionals at the professional level and can be found in either specialist or generalist positions with responsibilities such as managing projects, programs, and initiatives, implementing plans passed down by senior management, and delegating tasks to entry-level staff.

You will cover the following Knowledge Areas:

*Human Resources Management

*Organizatonal Behaviour

*Finance and Accounting

*Human Resources Planning

*Occupatonal Health and Safety

*Training and Development

*Labour Relations

*Recruitment and Selection

*Compensaton

IMPORTANT COURSE INFORMATION

Requirements

There are five requirements to obtain the CHRL designation:

Active HRPA registration in good standing

Successful completion of the coursework requirement

Successful completion of  Comprehensive Knowledge Exam 2

Successful completion of either the CHRL Employment Law exam (Jurisprudence 1)

Successful completion of the Job Ready Program

The first two requirements are interchangeable in sequence – meaning you can complete your courses first and then become an active registrant of HRPA or vice versa.

All other requirements have to be completed in sequence once the registration and the coursework requirements have been met.

Certificate

To obtain the CHRL designation, you will need to pass exams and requirements mentioned above.

Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.

COURSE OUTLINE

Modules

Module 1: Strategy

  • HR’s Role in Strategy

  • Corporate Strategies

  • Business Strategies and the Strategic Planning Process

  • Errors within the Strategic Planning Process

Module 2: Organizational Effectiveness

Introduction to Professional Practices

Codes of Ethics

Responsible Governance

Rules of Professional Conduct

Duties while Employed with by an Organization

Responsibilities of an Independent Practitioner

Module 3: Organizational Effectiveness

  • Organization Culture

  • Employee Engagement

  • Team Dynamics

  • Organization Structure

  • Change Management

Module 4: Workforce Planning and Talent Management

  • Introduction to Workforce Planning and Talent Management

  • Workforce Analytics

  • Workforce Planning

  • Types of HR Forecasting

  • Human Resources Demand and Supply

  • The Human Resources Forecasting Process

  • Interview Methods

  • Performance Management

  • Succession Management

Module 5: Labour and Employee Relations

  • Introduction to Industrial Relations, Labour Relations and Employee Relations

  • Employment Legislation

  • Collective Bargaining

  • Distributive and Integrative Bargaining

  • The Collective Agreement

  • Grievances

  • Arbitration and Mediation

Module 6: Total Rewards

  • The Goals and Elements of a Total Reward Strategy

  • Influencing Employee Behaviour through a Total Reward Strategy

  • Establishing Job Work

  • Creating the Direct Compensation Program

  • Creating the Indirect Compensation Program

  • Communicating and Evaluating the Total Rewards Strategy

Module 7: Learning and Development

  • Introduction to Learning and Development

  • Types of Knowledge

  • Knowledge Acquisition

  • The “ADDIE” Model

  • Formal and Informal Learning

  • On- and Off-the-Job Training

  • Mentoring and Coaching

  • The Lesson Plan

  • Kirkpatrick’s Level of Evaluation

Module 8: Health, Wellness, and Safe Workplace

  • The Legal Aspects of Health and Safety

  • Hazard Recognition and Control

  • Creating a Safe Work Environment

  • Supporting Psychological Wellbeing in the Workplace

  • Other Related Programs

Module 9: Human Resources Metrics, Reporting, and Financial Management

  • The Relationship between Finance, Technology, and Human Resources

  • Types and Uses of HR Metrics

  • The Research Process

  • Research Design

  • Developing Research Measures

  • Statistics

  • Analytical Tools

Module 10: CHRL Employment Law Exam Preparation Overview

A. Employment Contracts

  • A1. Termination

  • A2. Contracts

  • A3. Employee Benefits and Perquisites

B. Employer Obligations

  • B1. Duty to Accommodate

  • B2. Misconduct in the Workplace

  • B3. Common Law

  • B4. Sale of Business

C. Regulations and Legislation

  • C1. Employment Standards Act

  • C2. Occupational Health and Safety Act

  • C3. Jurisdiction

  • C4. Pay Equity Act

  • C5. Canada Labour Code

 

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