Jacob Asante, SPHRi, a distinguished HR professional with over 15 years of experience in Ghana’s Civil Service, offers valuable insights on how the SPHRi certification can enhance public sector HR practices. His expertise provides both inspiration and practical strategies for HR professionals eager to advance their careers.
1. You have your SPHRi certification from HRCI. Why did you choose HRCI as your career partner?
I chose HRCI because it represents the gold standard in global HR professionalism. As an HR leader in Ghana’s public sector, I needed a certification that was rigorous, internationally recognized, and aligned with evolving best practices. The SPHRi credential validated my expertise and equipped me with strategic frameworks applicable to my work—particularly in a sector increasingly shaped by global HR standards.
2. How has HRCI contributed to your career growth and success?
Earning the SPHRi certification deepened my expertise in workforce planning, performance management, and compliance—areas critical to my role. The credential bolstered my credibility, enabling me to lead high-impact HR initiatives and engage confidently with senior stakeholders. This professional growth culminated in my appointment as Director of Human Resources at the Office of the President.
3. How do you plan to leverage HRCI resources to achieve future career goals?
I aim to explore advanced modules in public-sector HR and digital transformation. As I recertify, I’ll align my learning with broader goals—whether consulting, teaching, or contributing to international HR forums. HRCI will remain a cornerstone of my development.
4. What top challenge or trend do you foresee in HR, and how can HRCI support professionals?
One major challenge I foresee in HR is balancing talent retention with workforce agility, particularly in the public sector, where fiscal constraints are a constant concern. I believe HRCI can support professionals by expanding its resources in data-driven HR and by curating case studies from diverse sectors, including Africa's public sector, to provide adaptable strategies.
5. What is the most significant change in your career since becoming certified? Did HRCI resources support this success?
The most pivotal shift was my promotion to Director of HR—a role demanding strategic, not just administrative, leadership. HRCI’s resources, from certification to webinars, empowered me to modernize HR policies, advocate for data-driven decisions, and lead organizational change with confidence.
6. How has the HRCI community facilitated connections or mentorship opportunities for you?
HRCI’s global community and network has expanded my perspective. Through webinars and LinkedIn, I’ve connected with peers worldwide, benchmarking best practices and adapting innovative solutions to Ghana’s public sector context. These interactions have been invaluable for my professional growth.
7. How has the HRCI Learning Center supported your professional development?
The Learning Center has been instrumental in keeping my skills current, particularly in remote work strategies, DEI, and ethical leadership. I appreciate its practical, bite-sized modules that allow for immediate application. One standout was the succession planning module, which directly informed a talent pipeline initiative I’m leading.
8. What strategies would you recommend to HR professionals looking to maximize the benefits of HRCI's offerings?
I recommend treating certification as the beginning of your journey, not the end. Make regular use of the Learning Center to stay informed and updated. Engaging with peers on LinkedIn and participating in forums can provide valuable real-world insights. I also suggest using the recertification cycle as a time to reflect and set new learning objectives.
9. What is your number one piece of advice to someone beginning an HR career? How do you give back to the profession?
Approach HR with curiosity—explore its many facets (data, policy, people development) to discover your passion.
I give back by mentoring junior HR professionals in Ghana’s civil service and lead workshops on performance management and organizational reform. Last year, I trained over 100 officers, equipping them with actionable strategies to drive change.
10. What area of HR do you find most [adjective] and why?
I find organizational change most challenging—it demands navigating human behavior, building trust, and sustaining momentum in complex environments. In large bureaucracies, success hinges on patience, influence, and resilience.
Related Learning & Resources