PHR, SPHR and GPHR certification is intended for professionals who have at least two years of exempt-level (professional) HR work experience.

To be eligible to take an exam, candidates must demonstrate that:

• At least 51 percent of their daily activities are within the human resource function.
• Those activities are at the exempt (professional) level (described below).

The exams reflect today’s HR practices. Although the two years of exempt-level (professional) HR work experience need not be current or sequential, more recent experience is more likely to coincide with the exam’s content.

Eligibility is determined by the information found in the work experience section of the application and, if necessary, on the completed supporting documentation form and any accompanying documentation. If a candidate is found ineligible, there is no appeal process. It is in a candidate’s best interest to ensure that supporting documentation clearly demonstrates two years of exempt-level (professional) HR work experience.

HRCI also offers a special student/recent graduate category. For more information about taking the exam as a student/recent graduate, please see “Student/Recent Graduate Eligibility Requirements” in this handbook.

Documenting Work Experience

With the exception of students, recent graduates and recertification-by-examination ­candidates, all candidates must complete the work experience section of the application to document eligibility. All applications are reviewed to determine eligibility. Due to the volume of applications received, HRCI cannot preapprove applications for eligibility. Ineligible candidates will be refunded the exam fee. Application and optional fees are nonrefundable.

Supporting Documentation

Candidates who cannot find an exact match for a job title on the position code list (found in Appendix C) must list that job title as “other” or “999” on their applications; submit a completed supporting documentation form (found in Appendix D) and attach a job description or similar document to show that the position was at an exempt level (professional) and that at least 51 percent of the daily activities were HR focused. Candidates who do not provide this information will be ineligible to take the exam.

To avoid a resubmission fee (see “Resubmission Fees” in this handbook), online applicants who must mail or fax additional information have five business days from the date they submit their applications to forward that information to PES. Candidates who submit paper applications must enclose all required supporting documentation with their applications to avoid having to pay a resubmission fee.

Exempt-Level (Professional) Work Experience

Candidates must demonstrate exempt-level (professional) HR work experience. In the United States, “exempt” is defined by the Fair Labor Standards Act (FLSA) and its amendments. All managers and supervisors have some HR responsibilities as part of their jobs but it is generally not the dominant work function on a daily basis and therefore would not make them eligible to take the exam.

To learn more about exempt versus nonexempt work experience, visit the U.S. Department of Labor Web site at www.dol.gov/elaws/flsa.htm.

In the HR field, exempt-level positions are categorized as:

• HR practitioners (those whose job duties are normally found in the typical HR function).
• HR educators (those whose principal areas of instruction are in the HR field at an accredited institution of higher learning).
• HR researchers (those whose research activities are restricted primarily to the HR field).
• HR consultants (those whose consulting activities are primarily in the HR field).

For those working outside of the United States, the equivalent of exempt-level work is considered to be work done at a “professional” level. For purposes of eligibility for HRCI exams, professional experience includes supervisory responsibility and/or creative or original work requiring advanced HR knowledge.

PHR or SPHR? Choosing the Appropriate Exam

Candidates should choose the exam that best represents their mastery of the HR body of knowledge. HRCI has found that appropriate exempt-level HR work experience and educational background contribute significantly to success on the exams.

With this in mind, HRCI strongly recommends that PHR candidates have two to four years of exempt-level (professional) HR work experience and SPHR candidates have six to eight years of exempt-level (professional) HR work experience.

Profile of a Candidate

An honest assessment of skills, knowledge and responsibilities within the HR function is critical when deciding whether to seek certification as a PHR, SPHR or GPHR. The following profiles of typical PHR, SPHR and GPHR candidates may help you determine which exam is appropriate for you. Due to the nature of the exams and their common body of knowledge, the PHR and SPHR designations cannot be held concurrently. However, you may hold either a PHR or SPHR certification in conjunction with a GPHR designation.

PHR Candidate:

• Focuses on program implementation.
• Has tactical/logistical orientation.
• Has accountability to another HR professional within the organization.
• Has two to four years of exempt-level generalist HR work experience, but because of career length may lack the breadth and depth of a more senior-level generalist.
• Has not had progressive HR work experience by virtue of career length.
• Focuses his or her impact on the organization within the HR department rather than organizationwide.
• Commands respect through the credibility of knowledge and the use of policies and guidelines to make decisions.

SPHR Candidate:

• Designs and plans rather than implements.
• Focuses on the “big picture.”
• Has ultimate accountability in the HR department.
• Has six to eight years of progressive HR experience.
• Has breadth and depth of HR generalist knowledge.
• Uses judgment obtained with time and application of knowledge.
• Has generalist role within organization.
• Understands the effect of decisions made within and outside of the organization.
• Understands the business, not just the HR function.
• Manages relationships; has influence within overall organization.
• Commands credibility within organization, community and field by experience.
• Possesses excellent negotiation skills.

GPHR Candidate:

• Establishes HR policies and initiatives that support the organization’s global growth and reputation as an employer.
• Designs organizational structures, programs and processes to achieve worldwide business needs.
• Oversees international assignment strategies and policies.
• Develops, implements and evaluates programs, processes and tools to ensure that they align with competitive practice, the organization’s objectives and legal requirements.
• Oversees the processes and practices that ensure favorable employment conditions balancing employer needs with employee rights and needs.
• Has core knowledge of the organization’s international HR activities.