PHRi: HRCI Professional in Human Resources – International

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.

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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:

Exam Name HRCI Professional in Human Resources – International
Exam Code  PHRi
Exam Fee USD $395
Application Fee  USD $100 
Exam Duration  135 Minutes plus 30 minutes administration time
Number of Questions  115
Passing Score  68%
Format  Multiple Choice Questions
Sample Questions  HRCI HR Professional in Human Resources – International Exam Sample Questions and Answers
Practice Exam  HRCI Professional in Human Resources – International (PHRi) Practice Test 

HRCI HR Professional in Human Resources – International Syllabus Topics:

Topics Details Weights
Business Management

– Using information about the organization and business environment to reinforce expectations, influence decision making, and avoid risk.


  • Interpret and apply information related to the general business environment and industry best practices
  • Understand the role of cross-functional stakeholders in the organization and establish relationships for effective decision making (for example: org charts, span of control, shared services, centers of excellence)
  • Identify risks and recommend best practices (for example: compliance audit, mitigation, internal/external threats, safety, conflict of interest, employee relations, change management [automation, digitalization, gap analysis])
  • Understand metrics and interpret data to support business initiatives and recommend strategies (for example: attrition rates, diversity in hiring, time-to-hire, time-to-fill, ROI, success of training, promote continuous improvement using data)
  • Understand and reinforce organizational culture, core values, and ethical and behavioral expectations (for example: identify opportunities and make recommendations, contribute to diversity, equity, and inclusion [DEI], employer branding)
Workforce Planning and Talent Acquisition

– Identifying, attracting, and employing talent while following all local laws related to the hiring process.


  • Apply relevant labor laws and understand their impact to organizational hiring policies to adhere to legal and ethical requirements
  • Identify and implement sourcing methods and techniques to attract talent (for example: employee referrals, social media, diversity, equity, and inclusion [DEI] metrics, agencies, job boards, internal postings, job fairs, college recruitment, remote/hybrid work solutions)
  • Manage the talent acquisition lifecycle (for example: interviews, job offers, background checks, job descriptions, onboarding, orientation, assessment/skills exercises, employee integration)
Learning and Development

– Contributing to the organization’s learning and development activities by implementing and evaluating programs, providing internal consultation, and providing data.


  • Implement and evaluate career development and training programs, including providing resources and guidance on professional growth and development opportunities (for example: career pathing, management training, mentorship, coaching, learning development plan)
  • Contribute to succession planning discussions with management by understanding and providing relevant data (for example: compensation, performance, turnover, exit surveys, attrition, evaluations, skills assessments, skills development resources)
  • Administer learning and development programs designed to achieve desired outcomes by the organization (for example: compliance, safety, benefits, HR systems and security, diversity, equity, and inclusion [DEI])
Total Rewards

– Implementing, promoting, and managing compensation and benefit programs that attract and retain talent while complying with local laws.


  • Manage and communicate total rewards programs to foster employee engagement and enhance employee experience (for example: compensation, payroll, recognition programs, incentives)
  • Implement and promote awareness of non-monetary rewards (for example: workplace amenities, flexible scheduling, remote/hybrid options)
  • Understand and administer benefit and leave programs (for example: health plans, retirement plans, employee assistance plans, paid time-off, other insurance)
  • Monitor and sustain compensation and benefit programs (for example: pay equity, benchmarking, salary bands, status changes, and life events)
Employee Engagement

– Developing, communicating, and enhancing employee engagement initiatives to support optimal employee performance management activities throughout the employee lifecycle.


  • Measure and advise on functional effectiveness at each stage of the employee lifecycle (for example: hiring, onboarding, performance management, retention, exit process, alumni program) and identify alternate approaches as needed
  • Support the implementation and communication of organizational programs to enhance employee participation and engagement (for example: surveys, focus groups, welfare/wellness activities, employee resource groups [ERG], action plans from feedback)
  • Support the organization’s performance management strategy by completing appropriate steps in order to achieve organizational goals and objectives (for example: employee reviews, promotions, recognition programs)
  • Support performance and employment activities (for example: coaching, performance improvement plans, corrective actions, involuntary separations, job eliminations, reductions in force, offboarding)
Employee and Labor Relations

– Manage, monitor, and/or promote legally compliant programs and policies that impact the employee experience.


  • Understand and apply knowledge of programs, applicable laws, and regulations to promote outreach, diversity, equity, and inclusion (DEI) (for example: corporate social responsibility [CSR])
  • Support workplace programs relative to health, safety, security, and privacy laws and regulations
  • Provide interpretation and ensure compliance to organizational policies and procedures (for example: employee handbook, SOPs, time and attendance, expenses)
  • Process and support the resolution of employee complaints, concerns, or conflicts and escalate as needed (for example: investigate, document, initiate, recommend solutions, abide by grievance and ADR [alternative dispute resolution] procedures)
  • Promote techniques and tools for facilitating positive employee and labor relations with knowledge of applicable laws affecting union and nonunion workplaces (for example: anti-discrimination policies, harassment)
HR Information Management

– Tools, technology, and systems that efficiently optimize the organization’s access to its human resource data.


  • Utilize and manage HR database content and technologies (for example: HRIS, maintain personnel data, employee status changes, salary changes)
  • Assess and communicate information obtained from HR databases (for example: generate reports, data analytics, identify trends)
  • Promote and maintain security best practices (for example: system access and permissions, front end user support, compliance, data integrity and data accuracy)