PHR® Professional of Human Resources (Online)
Overview
Advance your HR career by earning the Professional in Human Resources® (PHR®) from HR Certification Institute® (HRCI®). The PHR demonstrates your mastery of the technical and operational aspects of HR management, including U.S. laws and regulations. The PHR is for the HR professional who has experience with program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization, and has responsibilities that focus on the HR department rather than the whole organization.
Am I Eligible?
To be eligible for the PHR you must meet one of the following conditions for education and experience:
- Have at least one year of experience in a professional-level HR position + a Master’s degree or higher,
- Have at least two years of experience in a professional-level HR position + a Bachelor’s degree, OR
- Have at least four years of experience in a professional-level HR position + a high school diploma.
Business Management
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1
Interpret and apply information related to general business environment and industry best practices -
2
Reinforce the organization’s core values, ethical and behavioral expectations through modeling, communication, and coaching
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3
Understand the role of cross-functional stakeholders in the organization and establish relationships to influence decision making
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4
Recommend and implement best practices to mitigate risk (for example: lawsuits, internal/ external threats)
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5
Determine the significance of data for recommending organizational strategies (for example: attrition rates, diversity in hiring, time to hire, time to fill, ROI, success of training)
Talent Planning and Acquisition
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6
Understand federal laws and organizational policies to adhere to legal and ethical requirements in hiring (for example: Title VII, nepotism, disparate impact, FLSA, independent contractors)
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7
Develop and implement sourcing methods and techniques (for example: employee referrals, diversity groups, social media)
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8
Execute the talent acquisition lifecycle (for example: interviews, extending offers, background checks, negotiation).
Learning and Development
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9
Provide consultation to managers and employees on professional growth and development opportunities
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10
Implement and evaluate career development and training programs (for example: career pathing, management training, mentorship
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11
Contribute to succession planning discussions with management by providing relevant data
Total Rewards
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12
Manage compensation-related information and support payroll issue resolution
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13
Implement and promote awareness of non-cash rewards (for example: paid volunteer time, tuition assistance, workplace amenities, and employee recognition programs)
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14
Implement benefit programs (for example: health plan, retirement plan, employee assistance plan, other insurance)
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15
Administer federally compliant compensation and benefit programs
Employee and Labor Relations
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16
Analyze functional effectiveness at each stage of the employee lifecycle (for example: hiring, onboarding, development, retention, exit process, alumni program) and identify alternate approaches as needed
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17
Collect, analyze, summarize, and communicate employee engagement data
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18
Understand organizational culture, theories, and practices; identify opportunities and make recommendations
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19
Understand and apply knowledge of programs, federal laws, and regulations to promote outreach, diversity and inclusion (for example: affirmative action, employee resource groups, community outreach, corporate responsibility
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20
Implement and support workplace programs relative to health, safety, security, and privacy following federal laws and regulations (for example: OSHA, workers’ compensation, emergency response, workplace violence, substance abuse, legal postings
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21
Promote organizational policies and procedures (for example: employee handbook, SOPs, time and attendance, expenses)
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22
Manage complaints or concerns involving employment practices, behavior, or working conditions, and escalate by providing information to appropriate stakeholders
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23
Promote techniques and tools for facilitating positive employee and labor relations with knowledge of applicable federal laws affecting union and nonunion workplaces (for example: dispute/conflict resolution, anti-discrimination policies, sexual harassment)
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24
Support and consult with management in performance management process (for example: employee reviews, promotions, recognition programs)
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25
Support performance activities (for example: coaching, performance improvement plans, involuntary separations) and employment activities (for example: job eliminations, reductions in force) by managing corresponding legal risks
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