SPHRi: HRCI Senior Professional in Human Resources – International

Demonstrate your strategic HR leadership with the Senior Professional in Human Resources – International (SPHRi). The SPHRi is for HR leaders based outside of the U.S. The certification recognizes senior-level HR competency of generally accepted HR principles in strategy, policy development and service delivery in a single international setting.

Independent of geographical region, the credential complements local HR practices. This exam is also available in Spanish – Castilian.

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Am I Eligible?

To be eligible for the SPHRi you must meet one of the following conditions for education and/or experience: Have at least four years of experience in a professional-level HR position and a master’s degree or global equivalent, Have at least five years of experience in a professional-level HR position and a bachelor’s degree or global equivalent, OR a minimum of seven years of experience in a professional-level HR position. The SPHRi requires documented knowledge of local employment laws.

HRCI SPHRi Exam Summary:

Exam Name HRCI Senior Professional in Human Resources – International
Exam Code  SPHRi
Exam Fee USD $495
Application Fee  USD $100 
Exam Duration  165 Minutes plus 30 minutes administration time
Number of Questions  140
Passing Score  68%
Format  Multiple Choice Questions
Sample Questions  HRCI HR Senior Professional in Human Resources – International Exam Sample Questions and Answers
Practice Exam  HRCI Senior Professional in Human Resources – International (SPHRi) Practice Test 

HRCI HR Senior Professional in Human Resources – International Syllabus Topics:

Topics Details Weights
Leadership and Strategy

– Leading the HR function by developing HR strategy, contributing to organizational strategy, influencing people management practices, and monitoring risk.


  • Contribute to the development of the organizational strategy and planning (for example: vision, mission, values, ethical conduct, future business opportunities)
  • Develop, execute, and lead HR strategies that are aligned to the organization’s strategic plan (for example: HR initiatives, plans, budgets, business plans, service delivery plans, workforce requirements)
  • Analyze and assess internal and external factors that impact operations and people management to decide on the best available risk management strategy (for example: human capital risk analysis, business continuity, response planning, geopolitical environment scanning, mental health)
  • Interpret and use business metrics to assess and drive achievement of strategic goals and objectives (for example: key performance indicators [KPIs], financial statements, budgets)
  • Use credible and relevant information to make decisions and recommendations (for example: salary data, management trends, published surveys and studies, legal/regulatory analysis)
  • Develop and manage workplace practices that are aligned with the organization’s vision, mission, values, sustainability, corporate social responsibility (CSR), ethics, and anti-corruption, to shape and reinforce organizational culture
  • Develop and evaluate strategies and workplace practices to promote diversity, equity, and inclusion (DEI)
  • Identify and analyze HR metrics to inform strategic actions within the organization (for example: develop new metrics, predictive analytics, business intelligence, turnover rates, cost per hire, employment statistics, return on investment [ROI], pay equity analysis)
  • Design, implement, and facilitate effective change strategies to align organizational performance with the organization’s strategic goals (for example: change leadership, change management)
  • Advise and influence organizational behavior and outcomes through effective relationships with key stakeholders
  • Ensure alignment of HR strategies across the organization (for example: across geographic locations/sites, across business units)
  • Apply and evaluate the applicability of local labor laws, regulations, and, guidance to organizational strategy/or complex HR strategies to adhere to legal and ethical requirements
Workforce Planning and Talent Acquisition

– Forecasting organizational talent needs and develop strategies to attract and engage new talent.


  • Evaluate and forecast organizational needs throughout business cycles to develop or revise workforce plans (for example: corporate restructuring, divestitures, workforce expansion, or reduction)
  • Develop, monitor, and assess recruitment strategies to attract talent (for example: labor market analysis, salary expectations, selection processes, sourcing, employee value proposition [EVP] and employer branding)
  • Develop and evaluate strategies for onboarding new employees and managing cultural integrations (for example: new employee orientation, onboarding, restructuring, global expansion, mergers and acquisitions [M&A], joint ventures)
Talent Management

– Developing and designing talent management programs and initiatives that foster an engaging and high performing workforce.


  • Evaluate the integration of diversity, equity, and inclusion (DEI) in the workplace culture and make recommendations based on findings
  • Design, implement, and evaluate programs or processes in order to develop the workforce (for example: training and development, knowledge management, mode, timing)
  • Analyze business needs to develop a succession plan for key roles (for example: identify talent, outline career progression, implement coaching and development) to promote business continuity
  • Design and evaluate strategies for employee engagement, satisfaction, and retention (for example: mentoring and sponsorship, flexible work arrangements)
  • Align team and individual performance goals to organizational measures of success
  • Design and evaluate strategies and processes for performance management (for example: performance evaluation, performance improvement, feedback, coaching)
  • Identify and implement strategies and processes for leadership development (for example: conflict resolution, mentoring, performance discussions, coaching, effective communication)
  • Develop and evaluate employee career and growth opportunities (for example: assessing talent, developing career paths, managing job movement within the organization)
  • Design policies and processes for the return of employees to the organization (for example: parental leave, expatriates returning to home country, employees returning from sabbaticals or layoffs)
  • Create and evaluate labor strategies (for example: collective bargaining, grievance program, strategic alignment with labor, other union-related activities)
  • Design and assess offboarding strategies, processes, and trends (for example: exit interviews, layoff strategies, alumni programs)
Total Rewards

– Creating effective compensation and benefit strategies to attract, reward, and retain talent that aligns to the organizational strategy and culture.


  • Design the total rewards philosophy and communications strategy that balances the organizational and individual needs (for example: hourly, salary, expatriate and foreign nationals, executives, board members, contractors)
  • Create and evaluate compensation strategies that attract, reward, and retain talent (for example: classification, direct, indirect, incentives, bonuses, equity, executive compensation)
  • Create and evaluate benefit strategies that attract, reward, and retain talent (for example: health, welfare, retirement, work-life balance, wellness)
  • Design and develop employee recognition programs (for example: non-monetary and monetary rewards, workplace amenities, service awards)
HR Information Management, Safety, and Security

– Identifying the tools, technology, and systems that are needed to report on the organizational strategy while also monitoring employee safety and security.


  • Align HR data privacy and security processes to organizational data protection strategies (for example: cyber security, phishing emails, documentation, employee files)
  • Evaluate employee safety and security strategies (for example: emergency response plans, access control, contingency planning, crisis management)
  • Lead, implement, and evaluate HR digitalization initiatives (for example: information, workflows, emerging technologies, gamification, employee self-service, social networking, and human resource information system [HRIS], risk management system)