HRPA unveils framework for new HR designations

Ontario association publishes 213 functional competencies and 15 enabling competencies

The competency framework surrounding the three new designations launched by the Toronto-based Human Resources Professionals Association (HRPA) has been unveiled.

In an email to members on Dec. 3, HRPA announced the Human Resources Professional Competency Framework had been published.

“This… has been two years in development and reflects the contribution of many subject matter experts and volunteers,” it said in the email.

It replaces the HR Body of Knowledge — also known as the Required Professional Capabilities (RPCs), it said.

It consists of 213 functional competencies organized under nine functional areas, plus there are now 15 enabling competencies.

The framework is available online at

The new framework takes effect immediately, the HRPA said, but the June 2015 Comprehensive Knowledge Exam (CKE) will be based on the previous RPC knowledge base. Beginning in November 2015, exams will be based on the new framework.

3 new designations

In October, the HRPA launched a new competency-based HR certification framework that created three new 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.

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