This certification demonstrates your mastery of generally accepted technical and operational HR principles independent of geographic region. This exam is also available in Spanish – Castilian).
Earn HR acclaim with the Professional in Human Resources – International (PHRi) from HRCI. The PHRi is for practitioners based outside of the United States and validates professional-level competency, knowledge and skills to help to propel your HR career forward. With the PHRi, you demonstrate mastery of generally accepted technical and operational HR principles in a single international setting.
Am I Eligible?
To be eligible for the PHRi you must meet one of the following conditions for education and/or experience: Have at least one year of experience in a professional-level HR position + a master’s degree or global equivalent, Have at least two years of experience in a professional-level HR position + a bachelor’s degree or global equivalent, OR Have at least four years of experience in a professional-level HR position.
HRCI PHRi Exam Summary:
HRCI HR Professional in Human Resources – International Syllabus Topics:
| Topics |
Details |
Weights |
| Talent Acquisition |
– Actions needed to make sure an organization has employees with the right skills in the right positions at the right time.
Responsibilities:
- Create job description in partnership with hiring manager to ensure that requirements are accurate and up-to-date
- Recommend and implement most efficient and cost-effective sourcing strategies for hiring managers (for example: agencies, job boards, internal postings, social media, job fairs, college recruitment)
- Work with hiring managers to facilitate interviews by evaluating all sourced and submitted applications
- Partner with hiring manager to determine preferred candidate(s), communicate job offer, and ensure acceptance
Knowledge of:
- The job analysis process and organization needs
- Job evaluation and job descriptions
- Existing best recruitment practices, platforms, sourcing channels, and labor market
- Existing best recruitment practices and trends (utilizing different platforms or channels to source talent)
- Current market situation and talent pool availability (internal and external)
- Interview and assessment methods
- Job requirements
- How to measure recruiting effectiveness (for example: time-to-fill, cost-per-hire)
- Applicant tracking systems and/or methods
- General compensation and benefits administration methods (for example: market reference ranges/pay tiers, compa-ratio, fringe benefits)
- Verbal and written offer/contract techniques
|
19% |
| HR Administration and Shared Services |
– Activities that support employees and managers by responding to requests for information and gathering and storing information in a manner that ensures integrity and accurate retrieval.
Responsibilities:
- Respond to employee inquires and requests as first point of contact in order to provide positive employee experience
- Maintain personnel files and records to ensure accuracy and data integrity
- Administer leave management programs for all employees by tracking time off requests and hours worked in order to maintain compliance and ensure alignment with appropriate pay policies
- Process employee status changes and life events, such as payroll changes, terminations, transfers, promotions, birth of a child
- Coordinate new hire activities by working with various teams and hiring managers to ensure successful employee integration
- Initiate employee offboarding process by completing tasks to effectively separate the employee
- Support organization-wide communication initiatives which provide updates and results in order to keep employees engaged
- Maintain organizational charts to match organization requirements
Knowledge of:
- Organization policies, procedures, ongoing programs, and other engagement activities
- Record keeping requirements
- Regulations related to handling sensitive personal data
- Leave management policies and processes
- Statutory leave of absence requirements (for example: holidays, paid leave, maternity)
- Benefits tracking systems
- Organization benefits and compensation policies and processes
- Statutory requirements related to benefits
- HR Information Systems (HRIS) platforms
- Onboarding process and logistical arrangements
- Employment lifecycle
- Legal requirements to onboard new employees
- Organization values, history, organizational structure
- Offboarding process and logistical arrangements
- Legal requirements to separate employees
- Upcoming updates, changes, organization news
- Employee demographics in order to effectively communicate with all employees
- Various organizational structures
|
19% |
| Talent Management and Development |
– Processes that support effective talent management, employee engagement and development.
Responsibilities:
- Administer measurement tools to determine success of organizational development programs
- Maintain a process for creating new, and revising existing, job profiles and competencies
- Support succession planning program to identify and develop high potential employees for key and leadership positions
- Administer organization supported activities to enhance employee participation and engagement
- Execute organization’s performance management strategy by completing appropriate steps in order to achieve organizational goals and objectives
- Support employee development by administering learning and development programs to achieve desired outcomes by the organization
Knowledge of:
- Best practice survey methods
- Job analysis
- Principles of employment
- Market trends
- Learning and development tools and methodologies
- Coaching and mentoring methods
- Organizational structure
- Qualitative/quantitative survey and reporting methods
- Corporate culture and policies
- Emerging HR trends and the impact on the workplace
- Organization’s performance management strategies and methodologies
- Adult learning theories and best practices
- Organization’s development strategy
|
19% |
| Compensation, Benefits, and Work Experience |
– Total reward systems that support recruitment, retention, and recognition of employees and improve organizational results.
Responsibilities:
- Provide total rewards/compensation statements by organizing data to deliver to employees
- Prepare compensation analysis for recommendation in order to acquire and retain talent
- Manage organization recognition and/or rewards program(s) to foster employee engagement and enhance employee experience
- Ensure employees are aware of benefits and compensation for internal comprehension and appreciation
- Recommend and support strategic initiatives to enhance Employee Value Proposition (EVP), culture, and brand
- Ensure equality in total rewards by using job evaluations and salary structure in compliance with organization requirements
Knowledge of:
- Benefits and compensation strategy and the connection to human capital strategy
- Methods to align and benchmark compensation
- Employee engagement principles and theories to enhance employee experience
- Benefits and compensation programs in extensive detail
- Employee Value Proposition and its effect on employee engagement, talent acquisition, and retention
- Current market data obtained through market studies and salary surveys
- Pay structure techniques
|
17% |
| Employee Relations and Risk Management |
– Policies and practices that ensure workplace safety, legal compliance and employee satisfaction.
Responsibilities:
- Develop and communicate safety incident investigation to ensure compliance with safety guidelines
- Advise managers and supervisors on proper corrective practices in order to ensure fair and consistent administration of corrective actions
- Administer and educate business units on employee handbook and organization policies in order to ensure internal comprehension
- Support internal and external HR compliance audit process to ensure organization readiness
- Coordinate workplace security protocols and disaster recovery communication plans to ensure workplace safety and business continuity
- Maintain and execute employee grievance procedures by ensuring that each case is properly handled for the purposes of a healthy working environment
Knowledge of:
- Regional safety laws and guidelines
- Process management
- Specific employment laws and guidelines
- Corrective action methods
- Organization policies
- Legal best practices
- Internal and external audit procedures
- Proper documentation methods and systems
- Recordkeeping best practices
- Business continuity plan development
- Process mapping and workflow development
- Local labor compliance and regulations
- Investigation practices
|
16% |
| HR Information Management |
– Processes that help the organization access and use human resource technology.
Responsibilities:
- Identify processes to be automated in HRIS by mapping and validating with users to be sure they are properly implemented
- Obtain user requirements to design various processes and ensure alignment with organizational standard operating procedures
- Generate reports and determine metrics as required by users to support business initiatives
- Provide support for systems change management efforts by facilitating change to ensure user acceptance
- Design training materials and user manuals to ensure users comprehend and utilize systems capabilities
- Maintain security by monitoring user access rights to ensure compliance and data integrity
- Execute regular review and audit of HRIS data to ensure accuracy and appropriate integration with other organization systems in order to achieve effective reporting, compliance, and personnel data output
- Provide support for problems reported by users in collaboration with technical support team to ensure that HRIS operates smoothly and satisfies requirements
- Propose improvements to the system by identifying gaps in current automation to ensure effective and efficient operation of the organization
Knowledge of:
- Existing business processes within areas of expertise
- Organizational policies and procedures
- Gap analysis
- Effective data reporting
- Existing HRIS, reporting tools, and other systems
- Change management tools and techniques
- Different communication techniques
- Knowledge management techniques and practices
- Organization structure and responsibilities
- Job profiles to ensure proper access to users
- Ongoing processes the system performs
- Organization HRIS/tools/procedures
- Trends and root causes of problems
- Existing processes in the organization
- User and customer requirements
- Business
|
10% |
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