CHRP holders more likely to earn more than $76,000
Employers are recognizing the value of the Certified Human Resources Professional (CHRP) designation and people with the designation are more likely to progress faster in their careers and attain higher-paying positions than those without, according to several surveys.
In the same job, CHRP holders earn only three to four per cent more than non-CHRP holders, according to a survey conducted by PayScale on behalf of the Human Resources Professionals Association (HRPA) in January (see sidebar on page 12).
“But if you look at the positions CHRPs hold, CHRPs are way more likely to hold more senior positions than non-CHRPs. So that tends to give them higher average earnings than non-CHRPs,” said Debbie Bennett, president of the Canadian Council of Human Resources Associations (CCHRA).
More than one-half of HR directors and HR vice-presidents hold a CHRP, while slightly more than one-third of HR generalists have the designation, found the survey of 1,500 employees at banking institutions in Toronto.
“They get promoted faster, basically is what’s happening, which is good for more money and more influence,” said Bennett.
This finding was supported by a 2008 CCHRA survey of 4,755 HR professionals across the country that found 65 per cent of CHRP holders earn $76,000 a year or more compared to just 26 per cent of non-CHRP holders.
Also, 57 per cent of 1,129 employers surveyed by the CCHRA in 2008 said it’s important or very important to have a CHRP on staff and 52 per cent would be willing to offer a higher salary to attract someone with a CHRP.
Employers cited the most important aspect of having a CHRP on staff is it lends credibility, gives them confidence they have qualified and knowledgeable HR professionals and offers an industry advantage, said Bennett.
“(CHRP holders) are giving a signal to their employer that they have a commitment to the profession, they have a skill set, they’ve proven their expertise in the profession,” she said. “And they’ve committed to keeping their skills up to date because they have to maintain their skill sets through professional development.”
The lack of a significant salary differential in the same job didn’t surprise Claude Balthazard, director of HR excellence and registrar at the HRPA in Toronto.
“The fact people would not pay more just for a designation makes a lot of sense. The CHRP makes you appear to be more qualified, you’re more likely to get the job, but the pay is still linked to the job,” he said.
As more HR professionals go through the certification process, more professionals in hiring positions are realizing the value of the designation and seeking it out in job candidates, said Ian Cook, director of research and learning at the British Columbia Human Resources Management Association.
Five years ago, only about 10 per cent of job postings for senior and specialized HR positions asked for the CHRP and now it’s closer to 60 or 70 per cent, said Cook.
“The CHRP is a valuable mark of distinction when it comes to the whole recruitment process,” he said. “It becomes quite crucial in the whole package. Just because you have a CA (Certified Accountant designation) doesn’t get you the job, but if you didn’t have a CA, you can’t get the job. I think the CHRP is becoming that kind of necessary badge of distinction within the HR community.”
Unfortunately, since the National Professional Practice Assessment (NPPA) was introduced in 2004 as a measurement of HR experience, more people have attained the designation without the recommended three years of HR experience, said Balthazard.
This lack of experience could end up hurting the value of the designation because employers count on individuals with the CHRP to have at least some HR experience, he said.
“A lot of people were using the CHRP designation to land their first job in HR and that’s not what it was ever intended to be,” he said. But employers, too, need to be held responsible.
“We have to re-educate some employers not to ask for the CHRP right off the bat,” said Balthazard.
When talking to HR students in B.C., Cook said he recommends they write the National Knowledge Exam and become CHRP candidates, which shows prospective employers they are committed to the profession and have a certain level of HR knowledge.
