The HRCI Research Hub brings together original studies, workforce polling, reports, and expert analysis, so you can act on what's happening now and prepare for what's next.
The State of HR Featured ReportsRecovery as a Workforce Strategy
Drawing on HRCI research, workforce data, and expert insight, this report examines the workplace impact of substance use disorder and the practical steps HR can take to strengthen culture, manager readiness, benefits, policies, and recovery support.
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Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
From return-to-office decisions and hybrid work to contractors and other non-traditional workers, this HRCI report explores the latest research and how HR can use data to make more informed, evidence-based workplace decisions.
From career paths to culture, this research identifies what actually separates HR professionals who are just getting by from those who are truly fulfilled—and what leaders can do to close that gap and build a more committed team.
This research uncovers where professional development is falling short, from misaligned training priorities to gaps in AI readiness, and what it takes to build a workforce equipped for what's next.
From bullying, political tension to substance use and violence prevention, this research covers workplace safety—what the data reveals, what's at stake, and what you can do to reduce risk and build a more resilient organization.
The State of HR
Based on HRCI’s survey of thousands of HR professionals, the State of HR report examines the issues defining the profession today. From AI and workplace culture to talent, leadership, and career growth, the report reveals how HR teams are adapting to change and preparing for the future. Explore the data, trends, and insights shaping the world of work below.
Download the Full ReportState of HR Spotlight Reports
Half of HR professionals work in environments marked by polarized viewpoints, and 4 in 10 describe their stress as extreme or high. Find out what the data reveals about conflict, mental health, and what it means for your organization.
HR professionals are broadly optimistic about their field — but over 4 in 10 are considering careers outside of it. Explore what's driving both the enthusiasm and the tension, and what it takes to build a team of true HR believers.
71% of HR professionals use AI regularly, yet more than half say implementing new technology is the area they feel least prepared to handle. See where the preparation gap is widest and what needs to change now.
83% of HR professionals believe remote work benefits organizations—but the debate is far from settled. Get the data on where HR stands on flexibility, productivity, and the return-to-office conversation.
More Insights for HR Professionals
Explore the issues shaping HR today and get the data you need to lead with confidence, make informed decisions, and move the profession forward.
Recovery friendly workplaces reduce absenteeism, improve retention, and strengthen workplace culture—yet most organizations haven't made meaningful progress. This HRCI and Fors Marsh research reveals why: stigma, undertrained HR teams, and weak leadership buy-in top the list. Understand where the gaps are and what organizations that get it right do differently.
Earning an HRCI certification builds earning power. Within four years, the median HRCI certificant earns 33% more than they did before getting certified. That's double the salary growth of comparable HR professionals over the same period. See what the data shows about the career and financial impact of HRCI certification.
HR is ready to lead, but is the organization ready to let it? This 2024 HRCI and MindEdge research report surfaces a striking disconnect: while 88% of HR professionals believe HR should drive business strategy, only half say leadership agrees. Add in underfunding, understaffing, and persistent burnout, and the case for rethinking HR's role has never been stronger.
AI is reshaping the workplace, and HR professionals are watching closely. This HRCI and MindEdge survey of HR practitioners reveals how the profession is navigating AI adoption, persistent burnout, rising turnover, and the evolving push and pull of remote work. Find out where your peers stand, and what the data means for the work you do every day.
Browse our complete library of research reports, guides, and frameworks. Whether you're building a business case, navigating a workforce challenge, or staying ahead of what's next, the intelligence you need is here.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
Over three-quarters of HR professionals use AI weekly, but most have had little to no training. Learn how to build real confidence and capability starting today.
Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.
This research-backed guide gives HR professionals the data and practical steps to build a recovery-friendly culture that reduces risk and supports your people.
The report explores the realities of managing DEI programs in today’s climate—where values alignment, stakeholder trust, and business performance are all on the line.
This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.
HRCI webinars go beyond the basics. Each session unpacks the trends, data, and real-world strategies HR professionals need to lead with confidence today and adapt to what's coming next.
News and perspectives on the issues driving the HR profession forward.
Updated January 2025
Professional HR certifications are impactful on an HR practitioner’s career. The Professional in Human Resources® (PHR®) and Senior Professional in Human Resources® (SPHR®) are some of the most widely held certifications among HR professionals in North America.
Eligibility for the PHR and SPHR are both based on professional level and educational requirements. Essentially, the PHR is operational and the SPHR is strategic. Each certification supports your career in a different—but equally vital—way.
Here’s how to determine which certification is right for you.
Your specific interests and experiences in HR will help guide your decision between the PHR or SPHR certification. The PHR provides support for HR professionals who directly manage employee and labor relations, business management, and talent planning and acquisition, among other projects. The PHR is focused on operational aspects of human resources. You’re more engaged in the day-to-day aspects of HR. The PHR typically embodies roles that involve management and HR specializations.
The SPHR, on the other hand, is more strategic and organization-focused. In essence, you exhibit leadership and strategy when maintaining employee engagement, expanding business relations, and acquiring talent. It’s more about the bigger picture. The SPHR supports overarching strategy roles, such as chief human resources officer or chief people officer.
Many HR professionals get both, starting with the PHR. Once you create a strong foundation of tactical and operational experiences, you can build on that with the strategic value of the SPHR.
Your individual professional experience in HR will help you determine whether the PHR or the SPHR certification is a better fit. When measuring your experience, it’s important to note that both the PHR and SPHR require professional-level experience. This refers to qualities such as your depth-of-work in the field (such as gathering, analyzing, and interpreting data), your specialized knowledge, and your decision-making authority in your position. To qualify for the SPHR, for example, you must have spent meaningful time as an HR business partner.
The PHR candidate will be assessed more for their ability to implement and manage HR programs and activities, whereas the SPHR is more about the ability to develop and evaluate HR business strategies.
A more comprehensive way to measure your professional-level experience can be found in the individual exam content outlines. Both the PHR and the SPHR exam content outlines are divided into functional areas, which are then subdivided into specific responsibilities and knowledge.
Look at the exam you want to take, then review the exam content outline to see what it entails. Ask yourself if you have that responsibility and the knowledge required. This helps you determine which functional areas, responsibilities, and knowledge are commensurate with your experiences as an HR practitioner.
For example, employee and labor relations make up 20% of the PHR exam. Some of the responsibilities under this category at the professional level include promoting organizational policies and procedures or implementing and supporting workplace programs. If these responsibilities match the bulk of your experiences, then the PHR is probably the better option for you.
For the SPHR, leadership and strategy accounts for 33% of the exam. These responsibilities focus on experiences such as aligning people strategies with overall organizational strategy and measuring their effectiveness in moving toward organizational goals. If you have significant experience as an HR business partner then the SPHR could be right for you.
You don’t have to settle for just one HRCI certification. You can start with the PHR to support short-term goals and add the SPHR as your career grows to meet your long-term goals. Many HR professionals choose to first establish their tactical expertise with the PHR before advancing to the SPHR to enhance their strategic capabilities. Each certification builds on your professional foundation, expanding your skills and competencies as your career evolves.
Ultimately, whether starting with the PHR for operational competence or aiming directly for strategic mastery with the SPHR, each step you take in this certification journey is a step towards enhancing your professional stature, expanding your career opportunities, and making a significant impact in the field of human resources.