​​​HRPA Designations​CHRP DesignationCHRL DesignationCHRE Designation ​​​​​​​​

​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​Comparing HR Designations​

The calibre of a profession is measured by the quality of its designations: M.D., P.Eng., CPA, for instance. In October 2014, HRPA introduced a new competency ​framework that tests both knowledge, and the ability to apply that knowledge (i.e. competency) at three distinct but related levels: 

This new competency framework was implemented in support of the Registered Human Resources Professionals Act, 2013​ (Ontario Regulation 55/16​);​ first, to ensure that HR professionals have the knowledge and expertise expected of them, second, to align the competency framework for HR with that of other top professions, and third, to establish HR designations that are as credible and as valued by organizations as other major associations’.​

Competency Framework​

Organizes 213 individual functional HR competencies and 15 enabling competencies into the HRPA competency model which provides a precise definition of how each specific competency would be demonstrated and assessed at each of the three levels HR practice: Entry; Professional; and Executive. ​Download the ​​Professional Competency Framework (PDF)​.

Certified Human
Resources P​rofessional
(CHRP)​​

Entry Level​​

​CHRP.jpg 

The CHRP is an entry level designation, but it is also the best known HR designation in Canada. It is intended for HR professionals in roles that are mostly administrative in nature, such as a contributing role in a larger HR function, or a sole HR practitioner in a small HR function. Individuals in this level would have responsibilities such as supporting HR initiatives, executing tasks passed down from management, and operating at the tactical and transactional levels.​

Certifi​ed Human
Resources Leader
(CHRL)

Professional Level​

CHRL.jpg 

There have been major changes in what is expected of human resources professionals e.g., they must understand their organizations better and operate at a more strategic level, provide a higher level of thinking, to be more solution providers and less process administrators. HR ​professionals at the CHRL level can be found in either specialist or generalist positions with responsibilities such as managing projects, programs, and initiatives, implementing plans passed down by senior management, and delegating tasks to entry-level staff. In professional matters, individuals at this level can act independently.​

Certified Human
Resources Executive
​(CHRE)

Executive Level​

CHRE.jpg 

Human Resources professionals at the ​CHRE level can be found in either specialist or generalist positions but with a high level of experience and responsibility such as leading the HR function in large organizations, developing and executing significant HR projects, working with Boards or HR Committees, dealing with executive compensation, and having responsibility for HR strategies in support of long term organizational goals.

​​​​To earn the CHRE designation, candidates must have acquired executive level competencies in areas such as governance, business strategy, and executive compensation. ​​

Certifi​ed Human
Resources Leader
(CHRL)

Professional Level​

CHRL.jpg 

There have been major changes in what is expected of human resources professionals e.g., they must understand their organizations better and operate at a more strategic level, provide a higher level of thinking, to be more solution providers and less process administrators. HR ​professionals at the CHRL level can be found in either specialist or generalist positions with responsibilities such as managing projects, programs, and initiatives, implementing plans passed down by senior management, and delegating tasks to entry-level staff. In professional matters, individuals at this level can act independently.​

Certified Human
Resources Executive
​(CHRE)

Executive Level​

CHRE.jpg 

Human Resources professionals at the ​CHRE level can be found in either specialist or generalist positions but with a high level of experience and responsibility such as leading the HR function in large organizations, developing and executing significant HR projects, working with Boards or HR Committees, dealing with executive compensation, and having responsibility for HR strategies in support of long term organizational goals.

​​​​To earn the CHRE designation, candidates must have acquired executive level competencies in areas such as governance, business strategy, and executive compensation. ​​

Transitioning to the new certification framework

As part of the transition from the old certification framework to the new competency framework, with the introduction of the new designations on October 29, 2014, members of HRPA who were then CHRP Candidate members were authorized to use the CHRP designation, memb​ers of HRPA who were then CHRP members were authorized to use the CHRL designation, and members of HRPA who were then SHRP members were authorized to use the CHRE designation.

DESIGNATION​​Designation Requirements and Timetable

The table below gives the requirements to earn the relevant designation and each is related to the competencies and levels identified in the Competency Framework. The relative importance of "preparation" (​such as coursework) and "demonstration" (such as experience) changes with each level.


 

Comprehensive Table of Designation Requirements

***All requirements are in effect except for those with a future starting date
RequirementCHRPCHRLCHRE
​HRPA Membership in good standing​Yes​Yes​Yes
Education Coursework CredentialCompletion of a required HR curriculum at the certificate or diploma level.Degree plus completion of required HR curriculum.

Degree plus completion of updated academic requirement (business and HR curriculum) at the degree level starting October 1, 2020.		​
Knowledge Exam Passing the Comprehensive Knowledge Exam 1 (CKE 1).

A conventional knowledge exam designed to assess the knowledge required to perform at the CHRP level. The starting point is the CHRP column in the HR Professional Competency Framework. It consists of 150 multiple-choice questions.		Passing the Comprehensive Knowledge Exam 2 (CKE 2).

A conventional knowledge exam designed to assess the knowledge required to perform at the CHRL level (also satisfies the CKE 1 requirement). The starting point is the CHRL column in the HR Professional Competency Framework. It consists of 250 multiple-choice questions and is scored in a non-compensatory manner (applicants must pass every section of the exam).​
​Employment Law exam​An application-based knowledge exam for workplace and employment law (CHRP Employment Law Exam).​

A multiple-choice exam (approx. 100 questions) which will assess basic knowledge of employment and workplace law in Ontario.		​An application-based knowledge exam for workplace and employment law (CHRL Employment Law Exam).

A multiple-choice exam (approx. 100 questions) which will assess the ability to apply employment and workplace law in Ontario. ​		​
​Experience​Job Ready program.
​Three years of experience at a Professional level in HR.
 
A supervised experience componet is scheduled to be implemented in 2018.​
To earn the designation, candidates must have acquired core Executive Level competencies in areas such as governance, business strategy, and executive compensation. These can be demonstrated based on experience.​​
​Professional Program​​Completion of Professional Program concurrent with early work experience in HR(implementation expected in 2018).​​​
​Skill, capability assessment​​Pass Performance Exam upon completion of the Professional Program (implementation expected in 2018).

This will be a case-based constructed response assessment.		​
​Continuing Professional Development​Yes​Yes​Yes
The New Gold Standard
​The chart below clearly illustrates why the HRPA CHRP and CHRL are the new "gold standard" of HR professional certification.
​ ​​​
 comparison

Comparison of HRPA Preparation for Certification with other HR Associations'
PREPARATION
HRPA
CHRP
HRPA
CHRL
Quebec
CHRP
​Other
CPHR*		​SHRM​HRCI
​​Recognized Nationally

​YES

​YES

​YES

NO​

NO​

NO​

Academic curriculum consistent with HRPA's Professional Competency Framework

YES

YES

​​​
Degree requirement 

YES

YES

With exceptions​

​​
​Rigorous examination of HR knowledge

YES​

​YES

​

Some

 
  Jurisdiction​s

YES​

​YES

​Rigorous examination of legal knowledge

YES​

YES​

​​​​
​Professional program to assess ability to apply HR knowledge to business solutions​

YES​

​​​​
​Supervised professional experience requirement​

​YES

​​​​
​Career-long commitment to continuing professional development

YES​

YES​

​YES​​​​

​YES

YES​

YES​​​

* Not recognized in Ontario​​​
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