HR Vendors Guide

28 HR Vendors Guide 2015 HR Professional Development — HR Designations Certified Employment Strategist (CES): For those who provide clients with strategic employment, job search or other career transition advice, the Certified Employment Strategist (CES) credential validates expertise in stra- tegic career development consulting; boosts credibility within the Canadian market and internationally; enhances value to clients; exhibits knowledge of current trends in career strategy; and demonstrates commitment to continued professional development. The Master Certified Employment Strategist (MCES) designation is avail- able after achieving CES status and passing an evaluation of three case studies for three different clients. The MCES is renewable every two years. Chartered Professional Accountants Canada (CPA Canada) www.cpacanada.ca Chartered Professional Accountant (CPA): The accreditation process fosters the specialized capabilities needed to excel as a strategic man- agement accounting professional by integrating a mix of leadership and management skills with core financial and business expertise. Designation holders can apply a unique mix of financial expertise, strategic insight, innovative thinking and a collabora- tive approach to help grow successful businesses. HR Certification Institute (HRCI) www.hrci.org Global Professional in Human Re- sources (GPHR): For HR professionals with international and cross-border responsibilities. Covers strategic HR management, global talent acquisi- tion and mobility, global compensa- tion and benefits, organizational effectiveness and talent development, workforce relations and risk manage- ment. Professional in Human Resources (PHR): Focus on HR generalist posi- tions. Sometimes sought by Canadian practitioners in U.S.-based companies operating in Canada. Senior Professional in Human Re- sources (SPHR): Specific emphasis on U.S. HR positions in a senior capac- ity. Sometimes sought by Canadian practitioners in U.S.-based companies in Canada. Human Resource Business Profession- al (HRBP): Independent of geographic region, the credential designates professional-level, core HR knowledge and skills and demonstrates mastery of accepted technical and operational HR principles. Human Resource Management Professional (HRMP): Independent of geographic region, the credential complements local HR practices and enhances the credibility of HR profes- sionals and the organizations they serve. Human Resources Professionals Association (HRPA) www.hrpa.ca, www.hrdesignations.ca Certified Human Resources Professional (CHRP): The entry-level designation, 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 trans- actional levels. Certified Human Resources Leader (CHRL): HR professionals at the CHRL level can be found in either specialist or generalist positions with respon- sibilities such as managing projects, programs and initiatives, implementing plans passed down by senior manage- ment and delegating tasks to entry-lev- el staff. In professional matters, individ- uals at this level can act independently. Certified Human Resources Executive (CHRE): HR 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 execut- ing significant HR projects, working with boards or HR committees, deal- ing with executive compensation and having responsibility for HR strategies in support of long-term organizational goals. International Association for Human Resource Information Management (IHRIM) www.ihrim.org Human Resource Information Profes- sional (HRIP): To qualify, a member must pass a certification test that assesses knowledge and competency in the HR information management field. Must demonstrate comprehen- sive understanding and proficiency of the defined body of knowledge in HR information management. Formerly called the Professional of Human Resources Information (PHRI) desig- nation. International Association of Outsourcing Professionals (IAOP) www.iaop.org Certified Outsourcing Professional (COP): A family of certifications that focus on the design, implementation and management of outsourcing. The Associate Certified Outsourc- ing Profession (aCOP) designation is available to individuals who meet the requirements of the COP but don't have the required work experience. Certified Outsourcing Professional – Advanced Governance (COP-Gov): Focused on individuals who, in addi- tion to fulfilling all the requirements of the COP, have specialized knowl- edge of and experience in helping their organizations plan, invest in and execute a cohesive set of busi- ness practices for designing and implementing a strong governance program. Certified Outsourcing Professional – Advanced Business Development (COP-BD): Focused on individuals who, in addition to fulfilling all the requirements of the COP or aCOP, have specialized knowledge of and/or experience in business development, marketing, sales, account manage-

• Cover