Our Human Resources series explores topical issues facing HR managers today, helping them overcome the most significant workplace challenges. Every day, thousands of training buyers, including HR and learning teams, visit findcourses.com to find the ideal courses to meet their needs. Combined with our proprietary research, this positions us uniquely to offer valuable insights into these challenges.
Are professional certifications necessary to work in human resources? While not technically required, certifications bring more advanced skills to the role, signify a commitment to the profession, and provide a competitive edge.
The Human Resources (HR) department is the backbone of a successful organization, responsible for providing professional development opportunities, recruiting and retaining top talent, ensuring employee wellbeing, resolving workplace conflicts, and improving overall company-wide performance.
As organizations grow more extensive, global, and diverse, the demand for HR training will continue to rise. According to our findcourses 2024 Course Trends and Skills report, Human Resources retained the 5th most popular category on our platform for the second year. Additionally, searches for Talent Management courses on findcourses.com have risen by 53% since last year, indicating an increased demand for HR certifications.
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Why should you have a certification?
Having the proper certifications is a key factor for a successful HR career. Speaking of his own experience, Human Resources Information System (HRIS) Specialist at Keystone Education Group, Harrison Hakes, says that breaking into HR without certifications can be extremely difficult. “Even though I had worked on HR projects before for years, my title wasn't HR, so finding another job that I felt would progress my career was extremely challenging”. In such a competitive field, a recognized certification will elevate a potential candidate over those without. As Daniel Meursing, Founder and CEO of Premier Staff explains, “the difference between a certified and an uncertified HR professional is like that between a performer at an open mic night and a Broadway show”.
However, knowing which HR certification to choose can be challenging, so we asked HR experts to explain the skills a certification provides and outline the best options.
What strengths or skills does an HR-certified candidate hold over an uncertified candidate?
While many HR tasks, such as using HR-related tools and technology, can be learned on the job, a certified HR professional has much more to offer. According to our experts, these are their top skills:
- Understanding legal compliance. A certification course teaches navigating and interpreting complex employment laws and regulations, ensuring the organization meets all legal requirements.
“[HR Professionals] can spot possible legal issues before they become problems, make and enforce rules that are in line with current laws, and give management good advice on HR-related choices.They can help their companies stay out of trouble with the law, make sure their policies are fair and legal, and create a good place to work.”
Stephen Greet, CEO & Co-founder, Beam Jobs - Increased leadership and management abilities. A certified HR professional possesses the skills and knowledge to effectively develop, motivate, and guide employees towards achieving organizational goals.
“HR professionals and good leaders have excellent management skills. In addition, they have been trained to help them take the lead in organizational change efforts.”
Chris Bourne, HR manager and supervisor, Pumex
- Familiarity with HR technology and tools. A certification teaches participants to use advanced systems for recruitment, employee management, payroll, and data analytics, streamlining HR processes and improving efficiency.
“[Certifications] will help increase efficiency in managing HR functions like recruitment, performance management, and employee engagement.”
Chris Bourne, Pumex
- Making Data-Driven Decisions. A certified HR professional improves decision-making by analyzing HR metrics and trends to enhance organizational performance and employee satisfaction.
“HR-certified candidates utilize HR metrics and analytics in making data-driven decisions while enhancing workforce planning and development”.
Chris Townsend, HR manager Three Movers
Other advantages of a certified HR candidate include advanced problem-solving skills, detailed knowledge of talent management and recruitment strategies, effective communication skills and conflict resolution abilities, and strategic planning and organizational development skills.
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What are the most common HR Certifications in the US?
Once you understand that a certification is highly desirable, you can find the right one. Here’s a breakdown of the most common HR certifications.
SHRM-CP and SHRM-SCP
With nearly 340,000 members in 180 countries, the Society for Human Resource Management (SHRM) delivers two highly valued credentials:
1. Society for Human Resource Management - Certified Professional (SHRM-CP)
The SHRM-CP focuses on the daily aspects of HR management. SHRM-CP Certification evaluates proficiency in employee relations, talent acquisition, performance management, learning and development, and HR operations.
- Exam consists of 134 questions, including knowledge-based and situational judgment questions, and is completed over four hours.
- Costs from $375 for SHRM members and from $475 for non-members.
Eligibility Requirements:
The SHRM-CP certification is for individuals performing HR-related duties or pursuing a career in HR. Candidates do not need an HR title, degree, or previous experience, but a basic knowledge of HR practices or a degree from an academically aligned program is recommended.
2. Society for Human Resource Management Senior Certified Professional (SHRM-SCP)
The SHRM-SCP is an advanced certification for HR professionals focusing on strategic and policy-making aspects of HR management. The certification exam assesses advanced knowledge in leadership, business acumen, global HR, and strategic management.
- Consists of 134 questions, including knowledge-based and situational judgment questions, and is completed over four hours.
- Costs from $375 for SHRM members and from $475 for non-members.
Eligibility Requirements:
The SHRM-SCP certification is for individuals with at least 3 years of strategic-level HR experience or SHRM-CP credential holders transitioning to a strategic role. It does not require an HR title or a degree.
Applicants must demonstrate they spent at least 1,000 hours annually on strategic HR/HR-related work.
PHR and SPHR
The Human Resource Certification Institute (HRCI) certification delivers a broad knowledge of HR practices that is highly valued in the US. There are the two most popular options:
1. Professional in Human Resources (PHR)
The PHR certification focuses on the technical and operational aspects of HR management within the US context. The exam evaluates a candidate’s knowledge of HR policies and practices, including talent acquisition, employee relations, compensation and benefits, and talent acquisition.
- 65 scored questions + 25 pretest questions, completed over 1 hour and 45 minutes (plus 30 minutes administration time).
- Costs $300.00 + Application Fee: $100.00
Eligibility Requirements:
To be eligible for the PHR certification, candidates must meet one of these criteria:
- At least one year of experience in a professional-level HR position and a Master’s degree or higher.
- At least two years of experience in a professional-level HR position and a Bachelor’s degree.
- At least four years of experience in a professional-level HR position.
2. Senior Professional in Human Resources (SPHR)
The SPHR certification focuses on the technical and operational aspects of HR management within the US context. The exam assesses a candidate’s expertise in leadership and strategy, employee relations, organizational development, and workforce planning.
- 115 scored questions (mostly multiple-choice) + 25 pretest questions, completed over three hours.
- Costs from $495 for the exam fee, with an additional $100 application fee.
Eligibility Requirements:
To be eligible for the SPHR certification, candidates must meet one of these criteria:
- At least four years of experience in a professional-level HR position and a Master’s degree or higher.
- At least five years of experience in a professional-level HR position and a Bachelor’s degree.
- At least seven years of experience in a professional-level HR position.
Bachelor's Degree
A bachelor’s degree in a relevant field, such as Human Resource Management or Business Administration, is a great starting point. A degree provides theoretical and practical knowledge and a strong foundation for a Human Resources career. However, many specialists we spoke to said that as degrees often have a broad focus, they advise taking further specialized HR certifications to align more closely with career goals.
CIPD
The Chartered Institute of Personnel and Development (CIPD) offers a globally recognized HR certification that is popular in the UK and Europe. US-based multinational companies or organizations with a global presence may value the CIPD certification, particularly if they have a significant footprint in Europe or other regions where CIPD is well-known.
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What advice would you give somebody seeking HR certification?
We asked the HR specialists where to start when so many options exist. Here’s what they said:
- Keep your goals in mind. “There are many areas in HR, and while a general certification might be sufficient to really thrive, it is good to find something aligned with your career goals,” says Harrison Hakes at Keystone Education Group. Hakes explains that while some HR specialists focus on talent development or coaching, others may specialize in business administration and regulatory compliance.
- Do your research. Once you have identified your goal, look for the best training to get you there. “I wanted to work on organizational development with things like culture, diversity, and process improvement, […so] a program that was all about managing organizations while considering people and society was perfect for me,” says Hakes.
- Ensure industry relevance. “Select a credential that is most appropriate for your industry.” advises Chris Townsend at ThreeMovers. “For example, if you are in a large multinational company, then the Global Professional Human Resources (GPHR) certification may be the best fit. You may want to pursue the PHR if you work in general HR.”
- Expand your Network. Join professional organizations like SHRM, attend workshops, and use platforms like LinkedIn to connect with HR professionals. Participating in various networking activities can build meaningful connections that can support your HR career growth.
If you need more help finding the right course, use findcourses.com’s course filters to find and compare HR courses here.
Final Thoughts
Choosing the right HR certification is essential for those seeking to advance in human resources. While it's technically possible to enter HR without formal certifications, the advantages of having a certification or degree are clear.
A certified HR professional gains credibility and acquires essential skills in legal compliance, leadership, HR technology, and data-driven decision-making. These competencies are increasingly important in a competitive job market where employers seek candidates who can drive organizational success and foster a positive work environment.
Whether you're just starting in your career or looking to specialize further, investing in an HR certification can be a transformative step. Therefore, it’s best to explore the options, align your choices with your career goals, and take advantage of the many resources available to make an informed decision.
