Staying Ahead with HRPA CPD in 2025

Ontario’s HR landscape is evolving fast—driven by AI integration, new employment laws, DEI expansion, and ongoing skill shortages. For CHRP, CHRL, and CHRE designation holders, keeping pace means more than checking boxes. It means demonstrating ongoing competence and ethical leadership in a changing world.

The Human Resources Professionals Association (HRPA) requires certified members to complete Continuing Professional Development (CPD) every three years. This requirement ensures that HR professionals are equipped to manage change, maintain public trust, and lead strategically within their organizations.

This guide explains everything HR professionals in Ontario need to know about meeting the 2025 CPD requirements—including how to track hours, what counts as eligible CPD, and how to align your learning with the most relevant workplace trends.

Understanding HRPA’s CPD Requirements

All HRPA members holding the CHRP, CHRL, or CHRE designation must complete 66.67 hours of CPD within a three-year cycle. The cycle begins on June 1 of the year prior to your certification date and ends on May 31 of the final year. For example, if you were certified in 2024, your CPD cycle began on June 1, 2023, and ends on May 31, 2026.

There are no mandatory minimum hours per year or specific categories you must fulfill. However, all CPD activities must directly enhance your professional competence as an HR practitioner. HRPA audits 3% of members annually, so it’s essential to keep supporting documentation (e.g., certificates, learning summaries, project evidence) for at least two years after you submit your log.

Flexibility & Responsibility: Choose Your Path

Unlike some regulators, the HRPA offers its members flexibility regarding their professional development. There is no requirement for an ethics hour or an annual minimum. Instead, members should self-assess whether an activity enhances their HR-related skills.

If the answer is yes, it likely qualifies as a relevant learning opportunity. It is up to you to self-assess and strategically choose learning experiences that align with your career path and anticipated changes in the profession.

Approved Activities & Categories

The following table provides a quick overview of the five CPD categories, their maximum allowable hours per three-year cycle, and common examples of qualifying activities.

Category	Category Name	Maximum Hours (per 3-year cycle)	Example Activities
A	Continuing Education	66.67 hours	Courses, Conferences, Seminars, Workshops, Self-Directed Learning
B	Leadership	46.67 hours	Mentoring, Volunteering, Committee/Board Work, Supervising Students
C	Instruction	46.67 hours	Developing/Teaching Courses, Presenting, Guest Lecturing, Keynoting
D	Significant Work Projects/Initiatives	50.00 hours	First-time HR Programs/Projects, Secondments, Process Improvements
E	Research or Publication	33.33 hours	Conducting Research, Authoring Articles/Books, Blogging, Thesis

Detailed rules apply to each category, including fixed hour limits, effort-based credit, and first-time-only claims for some teaching activities. For full definitions and examples, consult HRPA’s CPD Log Guidelines PDF.

Aligning CPD with Key 2025 Trends

HR professionals are encouraged to align their CPD efforts with workplace developments shaping the year ahead:

1. AI and HR Automation

AI is becoming a core HR tool—from recruiting to onboarding and analytics. CPD hours in this area should focus on responsible implementation, ethics, data governance, and leveraging AI to augment decision-making.

2. Skills-Based Workforce Planning

Upskilling, internal mobility, and strategic workforce planning are top priorities. Invest in CPD that sharpens your ability to lead talent development and create future-ready learning cultures.

3. Mental Health & Holistic Wellbeing

Mental health support and work-life balance are business-critical. Learning opportunities in trauma-informed leadership, psychological safety, and wellness program design are increasingly valuable.

4. DEI & Indigenous Inclusion

DEI remains a pillar of ethical HR leadership. Look for CPD that emphasizes accessibility, intersectionality, allyship, and inclusive hiring—especially with a lens on Indigenous reconciliation and equity.

5. Compliance with Ontario’s Evolving Employment Law

Stay up-to-date on ESA, OHSA, pay transparency, and leave requirements. Revisions in 2025—including illness leave, onboarding disclosures, and minimum wage increases—require strategic policy alignment.

6. Leadership & Retention

With leadership development now a top HR priority, CPD in executive coaching, middle manager support, and employee engagement strategies will build capacity and improve organizational performance.

Flexible CPD Options: LearnFormula

LearnFormula offers a wide selection of individual courses for HR professionals. This allows them to target very specific skill sets and fulfill the requirements.

HR professionals can choose from:

Individual courses tailored to topics like ethics, sustainability, and project management.
Pre-designed packages that bundle hours for areas such as civil, electrical, and mechanical.
Custom packages that enable professionals to select exactly what they need to stay compliant and competitive.

Recommended CPD Packages for HR Professionals

To simplify your learning path, LearnFormula offers tailored CPD packages specifically designed for HR professionals. These bundles are curated to align with CHRP and CHRL designation requirements and cover key competencies like leadership, diversity, mental health, and employment law.

Here are three top-performing CPD packages that support HR certification maintenance:

1. AI-Powered HR: 2024 CPD Package

This forward-thinking package explores how artificial intelligence is transforming talent acquisition, HR analytics, performance management, and compliance. Ideal for HR professionals looking to stay ahead of digital disruption and lead strategic innovation in their organizations. Future-proof your skills and gain CPD hours while building expertise in one of the most in-demand areas of HR.

2. Health & Safety Awareness Training for Ontario Employees

This package meets Ontario's mandatory health and safety awareness requirements and provides foundational knowledge on employee rights, responsibilities, and workplace safety practices. It’s perfect for HR leaders ensuring compliance across diverse teams and industries. Essential for Ontario-based HR professionals who manage onboarding, health compliance, or employee training mandates.

3. 67-Hour Bundle for Triennial CPD Compliance

This comprehensive bundle includes over 67 hours of accredited content to meet your full three-year CPD cycle in one purchase. It includes ethics, leadership, DEI, employment law, and more—everything required to stay fully compliant across Canadian jurisdictions. Eliminate the stress of tracking hours and fulfill your entire 3-year CPD requirement with a single, cost-effective package.

All packages are accessible online and include instant certificates for CPD tracking. They are designed to meet the documentation standards required by provincial HR associations.

Conclusion

Meeting HRPA's CPD requirement isn't just about maintaining your designation—it's about staying credible, effective, and future-ready.

As the HR profession evolves, your ability to lead, strategize, and support others depends on continuous learning. By aligning your development with 2025's trends and using flexible tools like LearnFormula, you turn CPD from an obligation into a powerful asset.

Take ownership of your growth. Prioritize quality over quantity. Choose courses that matter. Because the hours you log today can shape the impact you'll make tomorrow.