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  67%
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
Talent Acquisition

– Actions needed to make sure an organization has employees with the right skills in the right positions at the right time.


  • 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
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.


  • 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
Talent Management and Development

– Processes that support effective talent management, employee engagement and development.


  • 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
Compensation, Benefits, and Work Experience

– Total reward systems that support recruitment, retention, and recognition of employees and improve organizational results.


  • 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
Employee Relations and Risk Management

– Policies and practices that ensure workplace safety, legal compliance and employee satisfaction.


  • 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
HR Information Management

– Processes that help the organization access and use human resource technology.


  • 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