A list of designations available to HR professionals
Editor's note: This file was updated on Dec. 30, 2014, with content from the 2015 HR Vendors Guide directory. For more information, visit www.hrreporter.com/hr-vendors-guide
Association of Professional Recruiters of Canada
www.workplace.ca/resources/aprc_assoc.html
Registered Professional Recruiter (RPR): This accreditation program consists of three modules that show recruiters and hiring managers how to reduce recruitment costs, lower the risk of erroneous hiring decisions and avoid needless litigation. Successful completion of all three modules of this program makes you eligible for membership in the Association of Professional Recruiters of Canada (APRC), with the RPR designation.
Association for Talent Development
www.astd.org/certification
Certified Professional in Learning and Performance (CPLP): A credential that provides a way for talent development professionals to prove their value to employers and be confident about their knowledge of the field. The Knowledge Exam consists of 150 multiple-choice questions that cover the nine areas of expertise outlined in the ASTD Competency Model.
Board of Canadian Registered Safety Professionals
www.bcrsp.ca
Canadian Registered Safety Professional (CRSP): Focuses on safety management positions. A CRSP
applies broad-based safety knowledge to develop systems that will achieve optimum control over hazards and exposures detrimental to people, equipment, materials and the environment. A CRSP is dedicated to the principles of loss control, accident prevention and environmental protection as demonstrated by their daily activities.
Canadian Association of Assessment Specialists
www.workplace.ca/resources/caas_assoc.html
Registered Assessment Specialist (RAS): Consists of 10 lessons in which participants acquire the skills to assess employees through ability, personality and competency-based testing. For HR professionals, recruiters and others who wish to use
assessment tools for quality
selection, training and personnel
development. Successful completion of this program makes you eligible for membership in the Canadian
Association of Assessment Specialists with the RAS designation.
Canadian Association of Management Consultants (CMC-Canada)
www.cmc-canada.ca
Canadian HR Solutions
www.cdnhr.com
Certified Talent Management Practitioner certification (CTMP): Equips participants to translate talent management practices to profits. Deepens their credibility at the boardroom table and shows how talent management benefits organizations. Participants learn how to determine the HR ROI for companies and how to guide teams through the talent management value chain.
Certified Management Consultant
(CMC): The skills that a consultant develops in the process of attaining a CMC designation are applicable in every area of the management consulting profession. A CMC designation earned in Canada is recognized as a global credential in 46 countries.
Canadian Council of Human Resources Associations (CCHRA)
www.chrp.ca
Certified Human Resources Professional (CHRP): The most recognized and sought-after mark of an HR professional, this nationally recognized designation represents the bearer’s professionalism. To attain the CHRP designation, the HR professional must be a member in good standing with their provincial HR association, possess a university degree, pass the National Knowledge Exam (which tests a professional’s understanding of HR’s knowledge and skills in Canada), demonstrate three or more years of professional experience and sign the profession’s National Code of Ethics. To maintain the designation, HR professionals must recertify every three years and adhere to the Code of Ethics. For information, contact your provincial HR association. (See page 6 for listings.)
Note: As of 2013, candidates are no longer required to pass the National Professional Practice Assessment as part of the requirement. Instead, three years of experience will be required in all provinces as a formal step in earning the CHRP designation.
Canadian Institute of Management
www.cim.ca
Chartered Manager (C.Mgr.): The Canadian Institute of Management’s senior qualification and chartered professional designation. It provides validation of outstanding adherence to the theory and practice of ethical management and the ongoing development of new methods in management that focus on sustainability and leadership. The designation combines the fields of accounting, financial management, organizational behaviour, strategy, marketing and human resources. The association also offers two other designations: the Professional Manager (P.Mgr.) and the Certified in Management (C.I.M.).
Canadian Management Professionals Association
www.workplace.ca/resources/cmpa_assoc.html
Canadian Management Professional (CMP): An association for professional managers. Candidates complete 12 modules of the CMPA accreditation program to develop the skills to manage the workload, communicate more effectively and use resources wisely. Once successfully completed, participants can become full members of the association and attain the CMP designation.
Canadian Payroll Association
www.payroll.ca
Payroll Compliance Practitioner (PCP): The foundation of a career in payroll. It provides candidates with the legislative content required to keep an organization compliant throughout the annual payroll cycle, effectively communicate payroll information to all stakeholders and understand the accounting function as it relates to payroll.
Certified Payroll Manager (CPM): Builds on PCP compliance knowledge and develops payroll management skills to prepare seasoned professionals to manage a payroll department. New students enrolling in the CPM program must have at least two years of experience, obtained in the past five years, being responsible for an organization’s payroll function, including being accountable to
management for the accuracy of employees’ pay and all government statutory remittances, or equivalent experience. Each student must submit the Payroll Experience Prerequisite Application and receive approval from the CPA prior to enrolling in the Introduction to Payroll Management course. This prerequisite ensures students have the practical payroll experience required to be successful in a payroll management program.
Canadian Professional Trainers Association
www.workplace.ca/ipm/cpta_accred.html
Registered Professional Trainer (RPT): This accreditation program consists of three modules, which teach participants how to assess the need for training, develop the material, deliver the content and evaluate the results. Successful completion of all three modules of this program makes you eligible for membership in the Canadian Professional Trainers Association (CPTA), with the RPT designation.
Canadian Society of Safety Engineering
www.csse.org
Certified Health and Safety Consultant (CHSC): A certification for Occupational Health, Safety and Environmental professionals. The designation recognizes and promotes excellence in professional consulting with business, industry and government agencies at all levels. Designation holders have completed specialized training and passed mandatory examinations on ethics, legal obligations and liabilities, measurement and evaluation in OHS-managed systems, and leadership on health, safety and environmental issues.
Canadian Society for Training and Development (CSTD)
www.cstd.org
Certified Training Practitioner (CTP): A specialized credential for instructors, trainers, facilitators and master trainers who facilitate training and learning as part or all of their work. Based on exam on the theory and principles of adult learning and facilitation and instruction or evidence of formal education in adult learning or in facilitation and instruction. Minimum one year’s full-time or two years’ part-time experience required.
Certified Training and Development Professional (CTDP): A broad-based credential for professionals who work or manage in one of the following areas: assessing performance needs, designing training, facilitating training, supporting transfer of learning or evaluating training. Based on exam on the application, practices and principles of the five core competency areas: assessing performance needs, designing training, facilitating training, supporting transfer of learning and evaluating training. Minimum four years’ full-time experience required.
Career Professionals of Canada (CPC)
www.careerprocanada.ca
Certified Career Strategist (CCS): For those who provide clients with strategic career development advice, the Certified Career Strategist (CCS) credential validates expertise in strategic 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 Career Strategist (MCCS) designation is available after achieving CCS status and passing an independent evaluation. The MCCS is renewable every two years.
Certified Interview Strategist (CIS): For those who provide clients with strategic advice on employment interviews, the Certified Interview Strategist (CIS) credential validates expertise in strategic interview coaching; boosts credibility within the Canadian market and internationally; enhances value to clients; exhibits knowledge of current trends in interview strategy; and demonstrates commitment to continued professional development. The Master Certified Interview Strategist (MCIS) is available after achieving CIS status and passing an independent evaluation. The MCIS is renewable every two years.
Certified Resumé Strategist (CRS): For resumé writers and those providing strategic advice on resumé writing, the CRS designation validates expertise in strategic resumé writing; boosts credibility within the Canadian market and internationally; enhances value to clients; exhibits knowledge of current trends in resumé writing; and demonstrates commitment to continued professional development. The Master Certified Resumé Strategist (MCRS) is available after achieving CRS status and passing an independent evaluation. The MCRS is renewable every two years.
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 strategic 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 available 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 management 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 collaborative approach to help grow successful businesses.
HR Certification Institute (HRCI)
www.hrci.org
Global Professional in Human Resources (GPHR): For HR professionals with international and cross-border responsibilities. Covers strategic HR management, global talent acquisition and mobility, global compensation and benefits, organizational effectiveness and talent development, workforce relations and risk management.
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
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): Focused on individuals in the outsourcing industry who demonstrate superior leadership and consistently deliver positive results through outsourcing or shared services, and who typically hold 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 to qualify 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.
IPMA-Certified Specialist (IPMA-CS): Recognizes mastery level knowledge, experience and expertise for a total of five years in one of the various technical HR skill areas.
IPMA-Executive (IPMA-EX): A new certification. Individual must be in, or recently in, a director or executive director or VP position responsible for HR management.
International Society for Performance Improvement
www.ispi.org
Certified Performance Technologist (CPT): For experienced practitioners in the field of organizational performance improvement whose work meets both performance-based standards of performance technology and application requirements developed by the International Society for Performance Improvement.
National Institute of Disability Management and Research
www.nidmar.ca
Certified Return to Work Coordinator (CRTWC): May work internally within their own organizations or externally as providers. Responsibilities include expediting, co-ordinating and facilitating the return to work of persons with injuries, illnesses and disabilities in a range of settings.
Certified Disability Management Professional (CDMP): May work internally within their own organizations or externally as providers. Although they may provide direct services to workers with disabilities, they often perform executive functions that may include administration of disability management services, development of policies and procedures, promotion of return-to-work concepts through education and training, consulting to joint labour-management committees and program evaluation.
Ontario Municipal Management Institute
www.ommi.on.ca
Certified Municipal Manager (CMM) – HR Specialist or Professional: Offered in partnership with the Ontario Municipal Human Resources Association and developed for members of the association responsible for HR functions in local government. The designation program recognizes and develops management capabilities of Ontario’s local government administrators. It provides a framework to assess management experience and education relevant to local government and HR.
Project Management Institute (PMI)
www.pmi.org
Certified Associate in Project Management (CAPM): An entry-level certification for project practitioners. Designed for those with little or no project experience, the designation demonstrates understanding of the fundamental knowledge, terminology and processes of effective project management.
Project Management Professional (PMP): Globally recognized, the designation demonstrates the recipient has the experience, education and competency to lead and direct projects.
Program Management Professional (PgMP): Recognizes the advanced experience and skill of program managers. Globally recognized, the designation demonstrates a person has proven competency to oversee multiple, related projects and their resources to achieve strategic business goals.
Portfolio Management Professional (PfMP): Recognizes the advanced experience and skill of portfolio managers. The designation demonstrates the recipient’s proven ability in the co-ordinated management of one or more portfolios to achieve organizational objectives.
PMI Agile Certified Practitioner (PMI-ACP): Recognizes knowledge of agile principles, practices, tools and techniques across agile methodologies.
PMI Professional in Business Analysis (PMI-PBA): Highlights expertise in business analysis. The designation spotlights the recipient’s ability to work effectively with stakeholders to define their business requirements, shape the output of projects and drive successful business outcomes.
PMI Risk Management Professional (PMI-RMP): Fills the need for a specialist role in project risk management. Designation recognizes the holder’s unique expertise and competence in assessing and identifying project risks, mitigating threats and capitalizing on opportunities, while still possessing basic skills in all areas of project management.
PMI Scheduling Professional (PMI-SP): Fills the need for a specialist role in project scheduling. Designation recognizes the holder’s unique expertise and competence to develop and maintain project schedules, while still possessing basic skills in all areas of project management.
Purchasing Management Association (PMAC)
See Supply Chain Management Association (SCMA)
Society for Human Resource Management
www.shrm.org
SHRM Certified Professional (SHRM-CP): Available in 2015. Founded on the SHRM HR Competency Model, the credential is relevant worldwide and reflects what HR practitioners need to know to be leaders in their organizations. Requires combination of education and experience.
SHRM Senior Certified Professional (SHRM-SCP): Available in 2015. Founded on the SHRM HR Competency Model, the credential is
relevant worldwide and reflects what HR practitioners need to know to be leaders in their organizations. Requires combination of education and experience. For professionals at senior career level. *Exams for these new certifications will be available as of spring/summer 2015.
Supply Chain Management Professional (SCMP): The SCMP is one of Canada’s most sought-after and widely held designations in supply chain management. The highest achievement in the field, it is the mark of strategic leadership. A rigorous, internationally accredited program certifies that the SCMP has attained the highest level of professional competency. Adherence to a code of ethics ensures that the SCMP has the highest level of integrity. A continuous professional development requirement signifies the highest level of current knowledge. The SCMP designation replaced the Certified Professional Purchaser (CPP) designation in 2010.
Note: Effective Sept. 3, 2013, the Purchasing Management Association of Canada (PMAC) and Supply Chain and Logistics Association Canada (SCL) amalgamated to become the Supply Chain Management Association (SCMA).
WorldatWork
www.worldatwork.org
Certified Compensation Professional (CCP) – Canada: Known throughout the global rewards community as a mark of expertise and excellence in all areas of compensation. The designation demonstrates holders have the knowledge and skills in the design and administration of base and variable pay programs and in the compliance with legal and regulatory requirements. The CCP program requires a passing score on seven exams. (As of Jan 2015, the program requires a passing score on nine exams.)
Advanced Certified Compensation Professional (ACCP): Demonstrates holders understand the core principles that affect business results. Master Certified Compensation Professional (MCCP): Demonstrates holders have attained level of expertise as compensation professionals that enables them to contribute to an organization’s success.
Certified Sales Compensation Professional (CSCP): A designation that enables individuals responsible for sales compensation to establish their credentials. The CSCP is a specialty designation that is achieved by passing one comprehensive exam based on the sales compensation body of knowledge. Program based on U.S. regulation.
Global Remuneration Professional (GRP): International designation earned by passing eight exams, the same in all countries in which courses are undertaken. (As of Jan 2015, the program will have 10 required
exams.) The designation demonstrates that holders have the knowledge, skills and training to design, manage and deliver global rewards programs that align with an organization’s goals and attract, motivate and retain top talent.
Work-Life Certified Professional (WLCP): The designation signifies professional knowledge and credibility in work-life effectiveness and demonstrates that holders have the knowledge and critical skills to design, administer and manage work-life programs to improve an organization’s bottom line and the lives of employees. The WLCP certification is achieved by earning a passing score on four exams.
Certified Executive Compensation Professional (CECP): This designation is intended for professionals involved in multiple aspects of executive compensation. As expertise in executive compensation comes from a broad variety of experience and education, candidates should have three or more years of experience. Based on U.S. regulation.
