The certification landscape for human resources professionals offers multiple paths to credentialing and specialized knowledge. Understanding the distinctions between the available options is important for making an informed decision that aligns with a professional’s career trajectory. This comparison provides guidance on the major certifications to help professionals navigate career advancement.
Why HR Certifications Are Essential
Earning a professional certification validates a practitioner’s command of the profession’s body of knowledge and best practices. This credentialing process increases an individual’s marketability and professional standing. Acquiring a certification demonstrates a commitment to continuous learning and career development.
This validation often translates into tangible benefits, including increased earning potential and greater access to advanced job opportunities. Employers view certification as a reliable indicator of an applicant’s foundational competence and dedication to professional standards.
The Primary Certification Organizations
The HR certification market is dominated by two major organizations: the Society for Human Resource Management (SHRM) and the HR Certification Institute (HRCI). SHRM’s certifications use a competency-based model that emphasizes behavioral skills and application in real-world scenarios. HRCI’s credentials focus on a knowledge-based approach, testing mastery of core HR laws, regulations, and technical principles. This difference in assessment philosophy is the key differentiator between the two bodies.
Detailed Review of SHRM Certifications
The Society for Human Resource Management offers two primary credentials: the SHRM-Certified Professional (SHRM-CP) and the SHRM-Senior Certified Professional (SHRM-SCP). These certifications are based on the SHRM Body of Applied Skills and Knowledge (SHRM BASK), which integrates technical HR knowledge and behavioral competencies like leadership and business acumen. The SHRM-CP is designed for professionals in operational roles, while the SHRM-SCP targets senior leaders who develop strategy and influence policy.
Both exams consist of 134 questions, mixing stand-alone knowledge items and scenario-based situational judgment items. Candidates are allotted three hours and 40 minutes to complete the computer-based exam.
Eligibility for the SHRM-CP varies by education, ranging from zero years of experience for those in a related degree program to two years for those with a non-HR degree. The SHRM-SCP requires at least three years of experience performing strategic-level HR duties, or holding the SHRM-CP for three years while working in a strategic role. Standard exam fees for the SHRM-CP are $495 for SHRM members and $595 for non-members, with the SHRM-SCP costing $100 more at each tier.
Detailed Review of HRCI Certifications
The HR Certification Institute offers a broader range of credentials, including the Associate Professional in Human Resources (aPHR), the Professional in Human Resources (PHR), and the Senior Professional in Human Resources (SPHR). HRCI certifications are recognized for their focus on validating technical and operational HR knowledge, particularly concerning regulations and compliance.
The aPHR is an entry-level credential requiring only a high school diploma and no HR experience, making it suitable for those new to the field. The exam consists of 65 scored questions, plus 25 pretest questions, and candidates have one hour and 45 minutes to complete the test. The total cost is approximately $400, including a $100 application fee and a $300 exam fee.
The PHR and SPHR require progressively more experience. The PHR focuses on the tactical and operational implementation of HR policies. The SPHR is designed for experienced professionals focused on strategic planning and policymaking rather than day-to-day implementation. The SPHR exam has 115 scored questions and a time limit of two hours and 30 minutes. The total cost for the SPHR exam is approximately $595, covering the $100 application fee and the $495 exam fee.
Choosing the Best Certification for Your Career Stage
The optimal certification choice depends on a professional’s current experience level and long-term career aspirations.
For those beginning their HR career or transitioning from another field, the aPHR is the starting point, as it requires no prior experience. It provides a foundational understanding of basic HR concepts and laws.
At the mid-career level, the choice is between the PHR and the SHRM-CP. This decision hinges on the exam’s focus. The PHR is a strong fit for professionals who need to demonstrate mastery of technical HR knowledge, compliance, and operational aspects. The SHRM-CP is preferred by those whose roles require demonstrating the application of skills and behavioral competencies in real-world situations.
For senior HR professionals, the SPHR and SHRM-SCP represent the pinnacle credentials, both aimed at strategic leadership roles. The SPHR is valued for its deep dive into policy, compliance, and business strategy, making it a strong choice for those focused on the legal framework of HR. The SHRM-SCP is best suited for leaders who need to prove their business acumen, strategic thinking, and ability to lead the HR function as a business partner. Employer preference should also be factored in, as certain industries or regions may favor one credential over the other.
Specialized and Niche Certification Options
Beyond the generalist certifications offered by SHRM and HRCI, professionals can pursue credentials that demonstrate expertise in specific areas of human resources. These specialized certifications are supplementary to a foundational credential, not a replacement.
The Certified Compensation Professional (CCP), offered by WorldatWork, is a designation for specialists in compensation management, assessing competence in rewards strategy and design. The Certified Employee Benefits Specialist (CEBS), a joint program of the International Foundation of Employee Benefit Plans and the Wharton School of the University of Pennsylvania, focuses on the complexities of employee benefits. These niche options allow professionals to deepen their expertise in areas like compensation, benefits, or talent acquisition, leading to higher-level specialist roles.
Maintaining Your Professional Certification
To keep credentials current, professionals must engage in a recertification process every three years. Both SHRM and HRCI require certificants to earn a specific number of Continuing Education or Professional Development Credits (PDCs) during this cycle.
Most HRCI certifications, including the PHR and SPHR, require 60 recertification credits, while the aPHR requires 45 credits. SHRM-CP and SHRM-SCP holders must earn 60 PDCs. Professionals also have the option to retake the respective certification exam to maintain their status.