HR Vendors Guide

24 HR PROFESSIONAL DEVELOPMENT — HR DESIGNATIONS HR Certification Institute (HRCI) www.hrci.org Global Professional in Human Resources (GPHR): For HR professionals with international and cross-border responsibilities. The credential demonstrates the mastery of cross-border HR responsibilities to include strategies of globalization, development of HR policies and initiatives that support organizational global growth and employer retention and creation of organizational programs, processes and tools that achieve worldwide business goals. Professional in Human Resources (PHR): Focus on HR generalist positions. Sometimes sought by Canadian practitioners in U.S.-based companies operating in Canada. Senior Professional in Human Resources (SPHR): Specific emphasis on U.S. HR positions in a senior capacity. Sometimes sought by Canadian practitioners in U.S.-based companies in Canada. Human Resource Business Professional (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 professionals 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 transactional levels. Certified Human Resources Leader (CHRL): 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): 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 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. International Association for Human Resource Information Management (IHRIM) www.ihrim.org Human Resource Information Professional (HRIP): To qualify, a member must pass a certification test that assesses knowledge and competency in the HR information management field. Must demonstrate comprehensive understanding and proficiency of the defined body of knowledge in HR information management. Formerly called the Professional of Human Resources Information (PHRI) designation. 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 Outsourcing 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 addition to fulfilling all the requirements of the COP, have specialized knowledge of and experience in helping their organizations plan, invest in and execute a cohesive set of business 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 management, relationship management and service delivery/execution. Certified Outsourcing Executive (COE): For individuals in the outsourcing industry who demonstrate superior leadership and consistently deliver positive results through outsourcing or shared services and who typically hold, or have held, C-level positions in public or private institutions. Certified Outsourcing Specialist (COS): A family of certifications that focus on the delivery of outsourcing services. Certifications are aligned with specific job areas of responsibility. Enables individuals, the companies they work for and the customers they serve to consistently validate a worker's specific knowledge, skills and experience. Specializations include: finance and accounting (COS-F&A); HR (COS-HR); and foundation principles (COS-FP). International Foundation of Employee Benefit Plans www.ifebp.org Certified Employee Benefit Specialist (CEBS): The CEBS program offers designations in three distinct areas of specialization: group benefits, retirement and compensation. The Group Benefits Associate (GBA), Retirement Plans Associate (RPA) and Compensation Management Specialist (CMS) designations form the core of the CEBS curriculum. Earn a designation in each of the specialty tracks and receive credit that qualifies towards earning the CEBS designation. International Personnel Management Association – Canada www.ipma-aigp.com IPMA-Certified Professional (IPMA- CP): One of two international designations available from the IPMA. The IPMA-CP designation recognizes individuals for their broad knowledge, experience and expertise at the mastery or journey level in the various technical HR skill areas.

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