CHRL Experience Requirement​

The scope of practice of human resources is the creation and implementation of all policies, practices and processes to effectively organize and manage all human capital resources in the workplace in service of the ultimate goal of enhancing business outcomes. Human resources management involves maintaining or changing relations between employees, between employers or between employers and employees.

The scope of practice of human resources includes, but is not limited to, the following areas:

• The development and implementation of human resources policies and procedures;
• Consultation in the area of human resources management;
• Providing advice to clients, managers, and employees in matters pertaining to management of human resources;
• The representation of clients and organizations in proceedings related to human resources management;
• Program development and evaluation in the area of human resources management;
• The supervision of other human resources professionals whether registered or non-registered;​
• Coaching of employees, managers, and other individuals in matters relating to work and employment;
• The conduct of research in the area of human resources management; and
• Teaching in the area of human resources management.

Human resources experience at the ‘professional level’ refers to an applicant’s direct responsibility and accountability for the strategy, design, implementation, and coordination of one or more areas within the scope of practice of human resources. This level of experience should demonstrate significant independent decision-making and limited supervision.

In determining whether HR experience is at professional level, the following factors are taken into consideration and all four dimensions must be met for the experience to be considered at the professional level:

• Independence of actions — relates to the amount of planning, self-direction, decision-making and autonomy involved in the work experience.
• Depth of work requirements — relates to the extent to which work experience requires information analysis and interpretation of relevant information.
• Level of interaction — relates to the degree to which the individual interacts with a broad spectrum of contacts, including decision-makers.
• Responsibility for work outcome — relates to the level of accountability for work and decisions.

For more information on professional level HR experience, please review the list of key indicators for each dimension and professional level examples here: Key indicators and examples.

Experience must add up to a minimum duration of three years’ experience over the past ten years, excluding any extended leaves (e.g. parental leaves), with at least three months of experience having been obtained in the last two years (recency requirement).

We strongly recommend that you review the Guide for Assessors in its entirety before completing and submitting your application. Please note that HRPA staff cannot comment on whether an application will be successful – this is a determination that can only be made by the Experience Assessment Committee, which is responsible for reviewing all Validation of Experience applications. Panels of the Experience Assessment Committee meet monthly.

Timing and Sequence of the Validation of Experience

To apply for the Validation of Experience you must be a registrant in good standing with the HRPA. You can submit your application at any time during your pursuit of the CHRL designation, but since the results of a successful Validation of Experience application are only valid for two years due to the recency requirement, we suggest that you submit your experience towards the end of the designation process.

Resubmission

If your initial Validation of Experience application was unsuccessful, you may submit another application with more information or wait to re-apply until you have gained additional experience. The application fees are listed on the fee schedule and are non-refundable.

Any experience that was previously submitted and approved is considered granted and cannot be reconsidered by the Experience Assessment Committee when you resubmit an application. As such, the Experience Assessment Committee will be advised of any experience that was previously granted, unless you specifically request that the HRPA withhold that information.