FAQ .:: The Senior Human Resources Professional ::.

The Senior Human Resources Professional Designation (SHRP)

Q: What is it?

A: The SHRP is awarded to high-impact HR leaders who demonstrate the qualities of leadership, trusted advisor, strategic orientation, breadth of knowledge (not just in HR, but management generally), the ability to build business-aligning HR strategy, and most importantly, and significant impact and influence on their organization and the profession.

Q: How did the SHRP come to be?

A: Many professions have a senior designation, including the U.S. Society of Human Resources Management (SHRM) and the U.K.’s Chartered Institute of Personnel and Development (CIPD)—the two largest HR associations outside of Canada. With the growth and maturation of the HR profession in Canada, many HR association executives felt it was time for a senior HR designation. A Canadian Council of Human Resources Associations (CCHRA) cross-country taskforce representing provincial HR associations developed the SHRP criteria.

Q: Does every province offer the SHRP?

A: While a CCHRA inter-provincial taskforce developed the criteria as a group, it will be up to each individual provincial HR association to decide whether or not to make the designation available to its membership. Ontario, Saskatchewan, and Nova Scotia (including Prince Edward Island) have expressed a desire to make the designation available to their memberships. Other provinces may establish a senior designation at a later time based on their members’ needs.

Since this designation is certain to be valued by the recipients as well as organizations and CEOs searching for the most experienced and capable people to lead them through these challenging times, demand for the designation will inexorably grow as awareness of it increases.

Will every participating province use the same evaluation criteria?

A: The taskforce agreed that the individuals who will hold this designation will share six attributes in common: leadership, trusted advisor, strategic orientation, breadth of knowledge—not just in HR, but management generally, the ability to build HR strategy that aligns to business, and finally and most importantly, the ability to have significant impact and influence across their organizations. The initial phase of the SHRP application process is a simple self-assessment using an online survey tool that asks potential applicants about their HR function: experience, job scope, size and complexity of organization, education, etc. The self-assessment tool is available at: www.shrpdesignation.ca. Beyond that, it will be up to each province to define the process by which applications are made and the criteria evaluated.

In Ontario that decision has been made. Individuals who pass the self-assessment will be invited to apply for the SHRP and will be sent a detailed questionnaire which will then evaluated by a specially trained assessment committee. Initially, these evaluations will be performed by existing certification committee panels. In time, this role will be assumed by SHRP volunteers.

Saskatchewan is expected to adopt this process. Nova Scotia will make its decision pending the outcome of its member consultations.

Q: What are the benefits of being an SHRP?

A: The benefits of being an SHRP are many and varied, beginning with permission to identify oneself as an SHRP. In Ontario, exclusive access to HR thought leaders through SHRP-only events, an SHRP online community and special mention at the annual HR Summit Awards are just some of the opportunities planned for holders of the new designation. Each participating province will have its own local benefits as well.

Q: How does it differ from the CHRP?

A: The SHRP should not be confused with the Certified Human Resources Professional (CHRP) designation. The SHRP is not a senior CHRP. The CHRP is the gold standard of HR competence and is increasingly cited as a requirement for many HR positions. It certifies that the HR professional has the academic credentials, the currency and completeness of HR knowledge based on a life-long commitment to professional development, and the demonstrated judgment required for a professional practice based on HR excellence.

The SHRP is a professional HR designation reserved for senior HR executives who have demonstrated high-impact leadership within their organizations and the HR profession.

Q: Does the SHRP have to periodically recertify in a fashion similar to the CHRP?

A: Like all HR professionals, the SHRP will be expected to maintain a commitment to ongoing professional development. But there is no provision in the designation for triannual recertification as there is with the CHRP.

Q: Who can apply?

A: For Ontario and Saskatchewan, individuals who pass the online self-assessment and who wish to proceed to an application will be sent a detailed questionnaire from the participating provincial association to which they are making their application. The application process for Nova Scotia will be announced following member consultation.

Q: What is the approval process for Ontario and Saskatchewan and how long does it take?

A: The completed application will be assessed by SHRP assessment committees which will meet quarterly or more frequently, if required. Successful applicants will be notified in writing. Start to finish, the process should take no longer than three months.

The SHRP will receive a certificate and lapel pin, as well as invitations to SHRP-only events, and, in the future, access to an SHRP-exclusive online community.

Q: What does it cost?

A: If the application is approved, the new SHRP will be charged a one-time fee of $250 to cover administrative costs.

Q: Are there other conditions?

A: Each province will establish its own expectations for SHRP recipients.

Obviously, SHRPs must be, or become and remain, members in good standing of the provincial HR association issuing SHRP designation.

Ontario and Saskatchewan view SHRPs as leaders, ambassadors of the profession and their provincial HR association. The SHRP should encourage active association membership for themselves and for others. As recognized leaders they should welcome the opportunity to mentor up-and-coming, high-impact managers. Finally, they should participate in the SHRP assessment panel of their provincial association.

Nova Scotia and Prince Edward Island will communicate their expectations for the SHRP after consultation with their respective memberships.

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