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 ReportsManaging the Changing Workplace: A Framework for HR
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.
Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
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.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
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.
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.
For most talent acquisition managers, the best HR certification is one that matches where you are in your career: aPHR or aPHRi if you're newer to HR or transitioning into talent acquisition (TA) from another field, PHR or PHRi if you're an established TA professional whose role touches broader HR functions, and SPHR or SPHRi if you're leading talent acquisition strategy at a senior level. There isn't a single "best" credential; there's a best credential for your career stage.
Talent acquisition is in an unusual spot inside HR. It's specialized enough that TA managers often wonder whether a broad HR certification is even worth pursuing—wouldn't a recruiting-specific credential make more sense? At the same time, TA rarely operates in isolation. Sourcing strategy, employer branding, workforce planning, compliance, and candidate experience all intersect with the rest of HR, and the further you move into a TA leadership role, the more that overlap grows.
That's the real answer to "is talent acquisition part of HR": functionally, yes, and a certification that reflects the full picture of HR, not just recruiting mechanics, tends to serve TA managers better as their careers advance.
If you're moving into talent acquisition from a non-HR background, or you're early in your HR career and TA is your entry point, the Associate Professional in Human Resources (aPHR) or the Associate Professional in Human Resources - International (aPHRi) are built for that. Prior HR experience isn't required, and it covers the foundational knowledge—including recruitment and selection—that every TA professional eventually needs.
Best for: New-to-HR recruiters, career changers moving into TA, entry-level talent acquisition coordinators.
Once you're operating as a talent acquisition specialist or manager with responsibilities that stretch into onboarding, employee relations, or HR operations, the Professional in Human Resources (PHR) or Professional in Human Resources - International (PHRi) certification is usually the better fit. It validates operational HR expertise across the full employee lifecycle, not just the hiring stage, which matters if your role is ever evaluated—or promoted—based on more than recruiting alone.
Best for: Talent acquisition specialists and managers whose scope includes adjacent HR functions, or who are aiming for a broader HR generalist path.
For talent acquisition leaders responsible for workforce planning, hiring strategy at the organizational level, and aligning TA with business goals, the Senior Professional in Human Resources (SPHR) or the Senior Professional in Human Resources - International (SPHRi) demonstrate the strategic, big-picture HR expertise that senior roles require. It's less about the mechanics of hiring and more about proving you can lead HR strategy, of which talent acquisition is a critical piece.
Best for: Directors and VPs of talent acquisition, HR leaders with ultimate accountability for workforce strategy.
If your day-to-day is sourcing, interviewing, and closing candidates, why choose a certification that covers all of HR instead of one built specifically around recruiting?
For one thing, talent acquisition rarely stays narrow for long. The TA managers who move into senior or cross-functional roles are the ones who can speak to workforce planning, compliance, and HR strategy, not just pipeline metrics. A broad HR credential is a bet on where your career is headed, not just where it is today.
It also shows employers that you understand how talent acquisition fits into the rest of the organization's HR strategy, rather than operating simply as a standalone function.
Is talent acquisition part of HR? Yes. Talent acquisition is a core HR function, and it increasingly intersects with workforce planning, compliance, and employee experience—which is why a broad HR certification tends to serve TA professionals well as their careers progress.
What's the difference between a talent acquisition certification and an HR certification? Talent acquisition–specific certifications focus narrowly on sourcing and recruiting skills. A broader HR certification—like aPHR, PHR, or SPHR—validates expertise across the full HR function, which matters more as TA professionals take on strategic or cross-functional responsibilities.
Do I need a certification to work in talent acquisition? No, certification isn't required to work in TA, but it can validate your expertise, support a promotion case, and prepare you for responsibilities beyond recruiting.
Related Learning & Resources
Associate Professional in Human Resources (aPHR)
Associate Professional in Human Resources - International (aPHRi)
Professional in Human Resources (PHR)
Professional in Human Resources - International (PHRi)
Senior Professional in Human Resources (SPHR)
Senior Professional in Human Resources - International (SPHRi)