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Professionals and their role

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With close to 9,000 members, the Ordre des conseillers en ressources humaines agréés is the fifth largest association of its kind in the world. It is the only organization in Quebec mandated to award human resources professionals a title certifying their competency.

Active in all sectors ( businesses, government organizations, unions, universities, and consulting firms ) CHRPs and CIRCs work in industrial relations, human resources management, occupational health and safety and in-house professional development. While a large share of these members are located in the greater Montreal area, there are also many members in other regions across Québec.

The role of human resources and industrial relations professionals is not only to foster harmonious and productive relations, but also to manage all other issues related to organizational work environments. This broad array of competencies ensures Ordre des conseillers en ressources humaines agréés is equipped with solid expertise in these disciplines. Its members’ experience in such varied areas of practice constitutes a major asset at a time when work-related issues call for a global, integrated approach based on one common element -- people management in the workplace.

An evolving profession

We often hear the old adage, “No one is irreplaceable.” However, since organizations today address human resources and their management from a completely different perspective, it now seems that no one is easy to replace. Each and every individual contributes to the organization through their own particular approach, experience, body of knowledge and know-how. That is why each competent employee who buys into the organization’s mission is seen as a highly valuable asset that should be skilfully managed.

As a result, the HR function now encompasses an operational and strategic vision and can be used to leverage organizational change. Professionals in the field have become advisors on the organization’s structures, procedures and personnel. Thanks to their in-depth knowledge of HR issues, they are able to move ahead and contribute to the organization’s strategic vision. They are constantly on the lookout for new ways to implement solutions that will promote the organization’s values and boost employee productivity. In short, they are proactive.

Human resources professionals have thus seen their functions grow in number and complexity in recent years, particularly because of the need to adapt after restructuring, mergers, acquisitions, and so on. In fact, their responsibilities now substantially surpass the traditional concept of personnel administration. The growing importance of employee training, the introduction of new HR management concepts, the advent of new methods of work organization, and the volume and complexity of work- and employment-related regulations and policies all require specialized expertise

For instance, HR managers can introduce goal-oriented compensation systems, develop more efficient work organization methods (such as alternative work arrangements like flexhours or telework), and promote a more equitable work-family balance, etc. They can also design training programs to enhance productivity. With their excellent problem-solving, motivational and communications skills, together with their sound grasp of labour legislation and regulations, HR professionals can inform employers and promote healthy employee relations, keeping the organization’s financial goals mind. In other words, HR and IR professionals have adopted an entrepreneurial approach, based on their understanding of what makes an organization successful and their ability to align programs with its strategy.

Two titles, one profession

Two titles are reserved for Ordre des conseillers en ressources humaines agréés members -- certified human resources professional (CHRP) and certified industrial relations counsellor (CIRC). Referring to the same profession, they have the same value and are both protected by Quebec’s Professional Code. Some 64% of Ordre members currently hold the CHRP title, compared to 36% who hold the CIRC designation.

Whichever title a member uses, the Professional Code defines the profession as practising “the art of establishing, maintaining or changing relations between employees, between employers or between employers and employees” (Section 37f). There is thus no distinction between Ordre members.

Members may choose which title they wish to use and must indicate their choice when joining the Ordre. If they decide to use the other designation at one point in their career, they must notify the Ordre of their decision.

CHRP or CIRC: crucial to the success of any organization

Because organizations operate in a sometimes complex and always competitive business environment, their need for qualified, effective and committed human resources is greater than ever. And it is here that CHRPs and CIRCs can play a role at all levels, enabling organizations to attain their business objectives and become more innovative and effective.

When they entrust their human resources and industrial relations management to these professionals, businesses are relying on individuals they can trust, whose practice is governed by regulatory legislation and the Quebec Professional Code, and whose duties also include obligations.


Droits réservés 2018, Ordre des conseillers en ressources humaines et en relations industrielles agréés du Québec.


Affaires RH Fondation CRHA Les relations du travail au Québec - Des témoins tracent la ligne du temps Objectif CRHA Prévention de la violence au travail