HRCI Champion: Chris Price, SPHR

1. You hold the SPHR. Why did you choose HRCI as your career partner, and in what ways did the SPHR’s focus resonate with your goals? 

I chose HRCI initially due to a peer’s recommendation. They pursued the SPHR in the past and I’ve always looked to them as a mentor. When I started diving deeper into all that HRCI offers, it was an easy choice.  

SPHR’s policymaking focus aligned with roles I see myself holding in the future. I have goals of being in an executive-level HR role and having the SPHR credential affirms my expertise in strategy and policymaking. 

2. Share one outcome you’ve achieved since earning the SPHR. Which parts of the SPHR content outline did you lean on most? 

The biggest outcome I’ve achieved is developing a successful workforce planning strategy in my organization. Utilizing the knowledge of both the “Leadership and Strategy” as well as “Workforce Planning and Talent Acquisition” I was able to create a seamless backfill strategy and anticipate changes within the business to accommodate attrition. We’ve had higher-than-expected leadership transition, but because I’m equipped with the tools to talent plan and use change management leadership, business hasn’t been interrupted. 

Building Strategic Fluency and Learning Resources 

3. For professionals preparing for the SPHR, what learning strategies or resources do you recommend to build strategic fluency, not just test readiness?  

This is a tough one because you truly must build strategic fluency. If you are interested in pursuing the SPHR, a great way to build that skill is to position yourself to start assisting with strategy. Get yourself into those rooms, have those conversations, and ask a lot of questions. More importantly, take initiative within your work now, bring ideas to leadership, as well as solutions to roadblocks in your workplace. I felt very prepared to sit for this exam because of my background in leadership, but flashcards were something that resonated with me. There’s a method of learning where flashcards are used to only study the wrong answers until you get them right. If you’re a flashcard person, I’d explore that! 

4. Beyond certification, which HRCI Learning resources or webinar series had the biggest impact for you—and how did they change your practice?  

The HRCI webinar series have had a huge impact, especially Alchemizing HR. One I really enjoyed was about Cultivating Executive Presence. Something I’ve struggled with in the past has been imposter syndrome and having an open dialogue with the webinar speaker in the post-webinar HRCI ENGAGE chat was very helpful. 

The Power of HRCI ENGAGE 

5. As an HRCI ENGAGE Founding Member, how has the community helped you solve real problems? 

This community has been nothing short of amazing. Seeing it grow has been inspiring! HRCI ENGAGE has offered the chance for me to help peers across the globe on various issues in one setting. The platform makes it easy to quickly advise on performance management, consult on a termination, give guidance on HCM software, and then still circle back and welcome a new member.   

6. Which ENGAGE features do you use most, and why? Any memorable discussions or takeaways you can share?  

I use the “Post Anything HR” the most. It’s collaborative and encourages global HR leaders to interact. It’s also where I can engage with global leaders to contribute and solve problems they may be facing in their businesses. 

7. How has ENGAGE expanded your global network? 

I’ve had the opportunity to encourage and collaborate with leaders in Egypt and India because I was able to support them through ENGAGE. I now have peers in other countries I can go to for mentorship that I didn’t have before. One of the coolest parts about ENGAGE is how global it is—having the opportunity to guide and mentor leaders in other countries. It’s really inspired me to pursue a GPHR certification! 

Future of HR and Personal Motivation 

8. What’s your playbook for HR pros to maximize HRCI’s ecosystem for sustained growth and impact?  

For anyone currently certified or pursuing certification, you need to join ENGAGE. You will learn so much and it will amplify your HR leadership tremendously. You also have access to free webinars (that often provide recertification credits), discount codes for the HRCI Learning Center or third-party partners. Additionally, you get a bonus or two if you’re an active member posting content that gets ENGAGEment… get it?  

The other thing is certification prep. If the certification is worth it, so is the prep. All of that together brings you the most knowledge while maximizing savings. 

9. What’s the top HR trend you’re preparing for, and how can HRCI resources and the ENGAGE community help practitioners navigate it?  

The big one, AI. HRCI has already done a great job with getting ahead with training and webinars. The conversation is starting, which I’m very happy about. HRCI also has a generative AI tool, HRCI CHAT, that helps HR professionals. I believe the HR “teams of one” would find it to be extremely helpful. 

10. Will you share with us what you love most about human resources? 

What I love most about human resources is the variability. I come from a retail background where no two days are the same. I really enjoy navigating the challenges and how it changes so frequently. We must be prepared for it all with a level of presence that shows we have everyone’s best interests at heart. I love it.  

Chris Price, SPHR, is a strategic HR leader known for his expertise in aligning people strategies with business objectives in high-impact, fast paced environments.