DailyPay is a leading earned wage access platform now available in Canada, giving employees greater flexibility and control over when they get paid. Through a secure, compliant, and easy to use system, employees can access a portion of their earned wages before payday. This helps them manage everyday expenses, reduce reliance on high cost alternatives, and support long term financial wellbeing. By removing the wait between earning and payday, DailyPay helps improve financial confidence for workers across Canada.

For employers, DailyPay is a modern workplace benefit that supports recruitment, retention, and employee satisfaction. Organizations across sectors such as retail, hospitality, and healthcare use DailyPay to enhance the pay experience without changing existing payroll processes. As DailyPay continues to grow across Canada, it partners with employers who are focused on building flexible, resilient, and people focused workplaces.

Leading Through Change: Human-Centric and Future Ready
In 2026, HR is called to lead boldly through rapid change driven by AI transformation and economic and legislative shifts, and HR must step up and lead the organization with a human-centric focus. HR must develop leaders who excel at the foundations of people leadership, re-examine and reinforce organizational values to drive strategy through change, and collaborate cross-functionally with key partners to deliver on top priorities. By focusing on what matters most and the core drivers of organizational success, HR can build a resilient, connected workforce that thrives through change.

In this session, we will discuss the four pivotal trends highlighted in the report:

• HR in 2026: Leading Through Change
• Strengthening the Foundations of People Leadership
• Harnessing Culture for Strategic Impact
• Driving Success through HR Collaboration;
• and Emerging HR Trends

In today's unpredictable workplace, traditional talent models no longer support the agility and resilience organizations need to grow. This webinar offers HR professionals a strategic lens for aligning people strategy with business priorities. Through the Align • Grow • Prosper framework, we'll explore how to design organizations for resilience and scalability, build stronger performance and development practices, and cultivate cultures that drive engagement and accountability -- all essential to staying competitive in a rapidly changing environment.

Through practical insights and examples, participants will understand how to:

• Design their organization for growth and resilience
• Develop agile strategies for high performance, continuous learning, and talent development
• Build a dynamic workplace culture that drives sustainable engagement

Midlife women are the fastest-growing segment of the workforce, yet workplaces are still catching up. The hidden health, performance, and financial impacts of menopause are costing women and employers far more than most realize.

This full-day experience brings together leading voices in women’s health, financial wellness, and organizational performance to help workplaces finally close the gaps.

CPHR 2025 National Ethics Course

Navigating Change: Ethical responsibilities in the Digital Age

This is required for CPHRs that have their Ethics course due in 2025. Deadline to complete is January 31st, 2026

Understand the different generations and why they are the way they are Understand what motivates different generations Learn how generations communicate differently and how they interpret not only the communication but also the mode in which it was delivered Develop a plan to motivate each of the generations you lead Learn how to help your generations work collaboratively and deal effectively with conflict Program Highlights Who are the different generations in the workforce and what influenced them Learn what motivates each of the generations Understand how communication varies between generations – not only how they interpret the communications, but how they use the tools and what that communicates to each other Learn how to develop a motivation plan Learn how to assist in the collaboration and conflict resolution of your teams.

In this practical yet thought-provoking webinar, we will teach CPHR NB's members an actionable blueprint for building a high-engagement work culture. Drawing from 20 years of study in Canadian workplaces, George will share a clear and effective framework for creating a high-engagement culture. Through real-life examples, he will illustrate the key elements and discuss how HR often fails to embrace the mandate they need to do this effectively. George will challenge traditional views of HR’s relationship with employees and introduce concrete leadership practices that HR managers can implement. Prepare to see HR in a whole new light!

February 26th and 27th

This two-day course offers a comprehensive examination of workplace investigations, covering relevant legislation, clarifying the scope of investigation mandates, and providing instruction on effective interview techniques and report writing. This workshop can be provided online or in-person in French or English. A sample agenda is attached. Participants will be provided with a certification in Workplace Investigations through the Chartered Professionals in Human Resources New Brunswick Association.

Day 1: Foundations of Workplace Investigations

Welcome and Training Objectives

Introduction to the training program, facilitator introductions, and participant expectations.

Overview of Applicable Legislation

Review of relevant employment laws, human rights codes, and regulatory frameworks governing workplace investigations.

Understanding the Investigation Mandate

Clarifying the scope, authority, and purpose of an investigation. Discussion on neutrality and procedural fairness.

Conducting Interviews and Collecting Evidence

Best practices for planning and conducting interviews. Techniques for gathering and documenting physical and digital evidence.

Special Considerations: Reluctant Witnesses and Anonymous Complaints

Strategies for handling uncooperative participants and managing confidentiality and credibility in anonymous reports.

Day 2: Applying Investigation Techniques 

Assessing Credibility

Frameworks and indicators for evaluating the reliability of statements and consistency of evidence.

Report Writing Essentials

Structure and content of investigation reports. Writing clear findings and recommendations.

Workshop: Applying Investigation Tools

Participants apply learned techniques in a guided scenario-based workshop, focusing on interviews, evidence review, and analysis.

Workshop Debrief and Lessons Learned

Group discussion on approaches used, challenges encountered, and key takeaways from the workshop.

AI is becoming part of everyday HR work, but many HR professionals still feel unsure about how to use it well, safely, and with confidence. This session is designed to help HR professionals move beyond trial and error and build real, practical AI fluency that supports better decisions, better work, and better outcomes.

In this webinar, we will explore what AI fluency really means for HR today. We'll look at how AI use in HR has evolved, why basic tool use is no longer enough, and what skills HR professionals now need to work effectively with AI. Through simple examples and real HR scenarios, we’ll show the difference between using AI poorly and using it well. We’ll also break AI fluency down into practical behaviors you can start applying in your day-to-day work, from writing better prompts to checking outputs, spotting risks, and embedding AI into regular HR workflows.

This virtual session offers an inside look at Options Employment Outreach Inc. — a hidden gem in Greater Saint John.   The session will include who we serve, what we do, and how we function as a central hub connecting individuals, employers, and other non-profit organizations.  Mary Stack will share:

• The populations Options supports, including individuals with disabilities and those facing barriers to employment
• The challenges many clients experience when navigating the workforce
• How Options collaborates with other non-profits and agencies to strengthen outcomes
• Why partnership — not duplication — is the key to community impact

This session will provide HR professionals and community leaders with a clearer understanding of how Options supports inclusive workforce participation and how collaboration creates stronger results for everyone.

Options is a proud member-agency of avenueNB. 

Options turns 30 on April 1 and this session in March will serve as a great introduction to CPHRNB’s upcoming event on April 30, a partnership between Options and Eddie Lamoine: https://secure.cphrnb.ca/events-calendar/english.php?event_id=1176

Workplace conflict rarely reaches HR early or in a simple form. It shows up late, emotionally charged, and shaped by fear, power, and organisational dynamics. This webinar offers HR professionals a new way of reading conflict, not as a single issue to fix, but as a signal of how people, systems, and authority are interacting under pressure. Participants will learn how conflict evolves over time, why familiar approaches work in some situations and fail in others, and how HR’s early responses can stabilise or intensify escalation. The session focuses on practical insights HR can use immediately to assess situations, set direction, and respond more effectively.

In this webinar, you will learn to:

• Recognise how and why workplace conflict escalates over time, and how timing affects which HR interventions are likely to work
• Apply interest-based negotiation, the most common “win-win” approach, and recognise its key limitations in workplace conflict
• Identify how interests, rights, and power shape how people enter and escalate workplace disputes
• Apply the most effective early stabilising move HR can make to support de-escalation
• Use conflict reaching HR as a diagnostic lens to understand how conflict is being handled upstream, and how people are using HR within the workplace system

We will explore how HR and recruitment professionals can balance the growing use of technology with the essential human elements that create trust, connection, and meaningful candidate experiences. This session dives into current recruitment challenges, the risks of over‑automation, and the business value of a human‑centered approach. Participants will learn practical strategies, real examples, and actionable tools to make recruitment more authentic, inclusive, and relationship‑driven, while still leveraging technology for efficiency. Ideal for HR leaders and practitioners seeking to elevate candidate experience, strengthen employer brand, and future‑proof their recruitment practices.

April 23rd and 24th

Mental Health First Aid (MHFA) Certification is a comprehensive, evidence-based mental health training program developed by Opening Minds, an initiative of the Mental Health Commission of Canada dedicated to reducing stigma and strengthening mental health literacy across workplaces and communities.

This interactive two-day certification course equips participants with the practical skills, knowledge and confidence to recognize when someone may be experiencing a decline in their mental well-being or facing a mental health crisis. Participants learn to distinguish between mental health and mental illness, understand common mental health challenges, identify risk factors and protective factors, and respond in a supportive and appropriate way.

Using MHFA’s evidence-informed action plan participants practise how to:

• Recognize signs and symptoms of common mental health problems
• Respond to emerging mental health concerns
• Support someone experiencing a mental health crisis
• Reduce stigma and increase confidence in having meaningful conversations about mental health
• Promote recovery-oriented and strengths-based approaches
• Protect their own well-being as a helper

Through scenario work, group discussion and skill-based scenarios, participants build practical communication tools they can immediately apply in their workplace and community.

Certification Requirements:

To receive MHFA Certification (valid for three years), participants must:

• Attend the full two-day course. Attendance is mandatory for the entire duration. Missed time cannot be made up through alternate sessions or materials.
• Successfully complete the certification assessment with a minimum grade of 75%. Participants are provided up to three attempts to achieve a passing grade.

Upon successful completion of both the full course attendance and assessment requirement, participants receive a nationally recognized MHFA Certification valid for three years.

This training is ideal for HR professionals, people leaders and anyone who wants to contribute to a more psychologically safe and supportive workplace.

May 7th and 8th

This two-day course offers a comprehensive examination of workplace investigations, covering relevant legislation, clarifying the scope of investigation mandates, and providing instruction on effective interview techniques and report writing. This workshop can be provided online or in-person in French or English. A sample agenda is attached. Participants will be provided with a certification in Workplace Investigations through the Chartered Professionals in Human Resources New Brunswick Association.

Day 1: Foundations of Workplace Investigations

Welcome and Training Objectives

Introduction to the training program, facilitator introductions, and participant expectations.

Overview of Applicable Legislation

Review of relevant employment laws, human rights codes, and regulatory frameworks governing workplace investigations.

Understanding the Investigation Mandate

Clarifying the scope, authority, and purpose of an investigation. Discussion on neutrality and procedural fairness.

Conducting Interviews and Collecting Evidence

Best practices for planning and conducting interviews. Techniques for gathering and documenting physical and digital evidence.

Special Considerations: Reluctant Witnesses and Anonymous Complaints

Strategies for handling uncooperative participants and managing confidentiality and credibility in anonymous reports.

Day 2: Applying Investigation Techniques 

Assessing Credibility

Frameworks and indicators for evaluating the reliability of statements and consistency of evidence

Report Writing Essentials

Structure and content of investigation reports. Writing clear findings and recommendations.

Workshop: Applying Investigation Tools

Participants apply learned techniques in a guided scenario-based workshop, focusing on interviews, evidence review, and analysis. 

Workshop Debrief and Lessons Learned

Group discussion on approaches used, challenges encountered, and key takeaways from the workshop.

Save the date for CPHR New Brunswick’s annual Labour & Employment Law Conference, returning June 11, 2026 in the Greater Moncton area.

This highly anticipated event brings together HR professionals, organizational leaders, and legal experts for a day focused on the latest developments in labour and employment law affecting New Brunswick workplaces.

Participants can expect practical insights, timely legal updates, and meaningful discussion on emerging workplace issues, compliance considerations, and best practices for navigating today’s complex employment landscape.

Additional details, including venue confirmation, speakers, and registration information, will be announced soon.

Mark your calendar and stay tuned.

Save the Date

Join HR professionals from across Atlantic Canada for three days of connection, insight, and forward-thinking conversations shaping the future of work.

The 2026 CPHR Atlantic HR Conference will bring together leaders, practitioners, and emerging voices in HR for engaging keynote sessions, practical breakout learning, meaningful networking, and an unforgettable Atlantic experience.

Hosted by CPHR/CRHA New Brunswick, this flagship regional event will spotlight innovation, leadership, workforce transformation, and the evolving role of HR as a strategic partner.

Mark your calendar for October 27 to 29, 2026.
More details, speakers, and registration information coming soon.

We look forward to welcoming you to Saint John.