{ "media_type": "text", "post_content": "Transition to HRBP - which Cert? I’ve got the time and experience (mostly) to sit for the PHR or SHRM-CP. What are your recommendations based on industry experience. Also note I’m pivoting from a program director role.", "post_id": "61742ef2d4d1cd002f56744b", "reply_count": 14, "vote_count": 3, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources" }

Transition to HRBP - which Cert? I’ve got the time and experience (mostly) to sit for the PHR or SHRM-CP. What are your recommendations based on industry experience. Also note I’m pivoting from a program director role.

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I have a Masters Degree in HR Management with no PHR/CP and I have never been turned down for not having one. I have held HRBP jobs and TA jobs and never felt like I was less qualified of those around me who had them. I also have 15+ years experience in HR. I think if you are less experienced, a PHR may show that you have some well rounded knowledge…but for those who have the experience, it really does not matter to have those. For an HRBP, I would recommend more strategic certifications in the areas of change management, workforce planning, talent assessment, HR analytics before going for a PHR that does not give you any strategy and is more tactical knowledge. However, if you need to well rounded knowledge, the the PHR should be your first step before going the more strategic route.

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Hot digits dog. I love this post. Thanks so much

SHRM-CP seems to be the one I see folks getting first, and then the PHR. I also believe the SHRM-CP is more widely recognized, but that might just be my opinion.

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Most likely they would. Every HRBP job I’ve had (spanning the last 20 years) has listed a cert in the job description, yet I’ve never bothered to get one. They all hired me anyway!

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Y’all are awesome. Since I’m pivoting out of roles that are people heavy(investigations/change leadership), but not necessarily HR heavy(benefits/on boarding, HRIS), so in our little market of Little Rock, Im trying to set myself apart any way I can. Im already a no traditional HR candidate.

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Arkansas friend! I got my HR career started in LR doing hiring, onboarding, and leadership dev. It is a small market but there's great development happening there from what I've seen.

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I’m Canadian and was able to get my SHRM-SCP through their Canadian partner CPHR. So now I have both the Canadian and SHRM-SCP designations.

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All right so I got an interview next Thursday with the biggest healthcare provider in the state without cert. I’m going to lean on my experience, as that is why they called.

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I've heard and seen the same as the staffing manager above. I just hit the experience needed for the SHRM-SCP, I think I'm going to go for it. I see less of the PHR.

SHRM-CP was what I used to move to an HR BP role, I eventually moved back to recruiting, however, the certification was helpful and well recognized.

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