Entry-level CHRP, professional-level CHRL, executive-level CHRE
The Human Resources Professionals Association (HRPA) is introducing a new competency-based HR certification framework that tests an updated body of knowledge, and the ability to apply that knowledge, at three levels of human resources practice: entry-level, professional-level and executive-level.
The new framework creates three new HR designations:
Certified Human Resources Professional (CHRP): HRPA's original HR designation, the CHRP was created as an entry-level designation but its positioning had broadened over the years, said HRPA. Under the new framework, it once again becomes the entry-level designation, intended for HR professionals in roles that are mostly administrative in nature, such as a contributing role in a larger HR function or a sole HR practitioner in a small HR function.
Certified Human Resources Leader (CHRL): HR professionals at the CHRL level are specialists or generalists with responsibilities such as managing projects and programs; implementing plans passed down by senior management; and delegating tasks to entry-level staff.
Certified Human Resources Executive (CHRE): HR professionals at CHRE level have a high level of experience and responsibility such as leading the HR function in large organizations, developing and executing significant HR projects, working with boards or HR committees, dealing with executive compensation, and having responsibility for HR strategies in support of long term organizational goals.
Existing CHRPs, SHRPs and CHRP candidates will be grandfathered into the CHRL, CHRE and CHRP designations, respectively.
The competency framework and HR designations are being updated for two major reasons, according to Bill Greenhalgh, CEO of HRPA in Toronto.
"First, our core designation, the CHRP, was created as an entry to the profession in 1996. The world of work has advanced dramatically in the last 20 years and is driving businesses to demand higher expectations of HR professionals. We needed to update our certification framework to incorporate both knowledge and competence around things like strategy, demographics, workplace accommodation, business acumen, diversity, employment law and analytics.
"Second, with the passage of the Registered Human Resources Professionals Act, 2013, the government has trusted us to self-regulate in the public interest, as a tier-one profession, and we needed an updated framework to do this effectively.
"We believe that this is a giant progressive step forward for HRPA members; we are sure it will have major positive career impacts in the future and it will create a designation framework that is highly valued not just by members but by organizations as well."
More information can be found at www.hrdesignations.ca.