Poor HR. Often picked on and maligned in pop culture (remember Toby from The Office?), and sometimes even used as a threat: ‘Don’t make me call HR on you.’
Human Resources, at its core, is all about people. And people are what make up every single company on the planet. So, regardless of what TV thinks, HR is a vital function of any company, making it a solid career choice for the HR-minded individuals.
What do HR professionals do outside of hiring or firing people?
Most people don’t realize that HR professionals play a role in developing and maintaining a company’s culture. This ranges from working across teams to understand what they’re looking for in a potential hire, to recruiting and screening candidates, to employee development and training, even throwing parties (yes, HR can party).
What are the types of jobs people in HR actually have?
There are all kinds of different titles and areas for HR professionals. Small or mid-sized companies usually look for generalists, so your title might be HR Manager. Many go into HR specializations like training, recruiting, or employee relations. There’s even a top-level HR position: the Chief Human Resources Officer, or CHRO.
Am I required to obtain a certification to work in HR?
No. Certifications are not required. It’s not uncommon for director- or C-suite-level positions to prefer an MBA, but there is no requirement as there is in the medical or legal professions. In 2018, a Payscale survey of roughly 100,000 HR professionals found that about 34% had a certification, and over half of HR VPs and CHROs have certifications.
How do I decide if I should get a certification?
Certifications cost time and money, and there is no guarantee that earning your certification will get you a job. To keep your certification valid, you must complete continuing education every few years. However, all things being equal, a certification will help you stand out among your fellow job seekers. As noted above, if you’re planning to become a director-level HR person or higher, certifications are common among this group.
Acquiring a certification shows you are willing and capable of studying and mastering the core concepts of your profession. These are not overnight internet certificates. The PHR and SPHR are rigorous exams that require in-depth knowledge of the beautiful land of HR. If you’re planning to move up the HR ranks, certification is a good step.
Which certification should I get?
Let’s look at two of the most popular HR certifications: the Professional in Human Resources (PHR) certification and the Senior Professional in Human Resources (SPHR) certification. Both are offered through the HR Certification Institute (HRCI).
The PHR is a certification you would earn early to mid-career. The SPHR is something you would aim for in the mid- to senior-level in your career.
Will an HR certification boost my salary?
According to a 2018 Payscale Survey of 100,000+ HR professionals, the answer is yes. By how much? That’s harder to determine. Pay varies widely across organizations, but overall, those with certifications earn more than their peers without them.
With some fancy statistical modeling, Payscale determined that an SPHR certification could give an estimated 9.6% salary boost and a 2.9% boost for a PHR certification.
What areas does the PHR certification examination cover?
The PHR is best for someone with 1-4 years of experience (less work experience = more schooling required) and a boss in the HR department.
You are dealing with program implementation and logistical operations within the HR department, not so much with the organization’s overall vision for HR.
| Functional Area | Exam Weight | Example Topics |
|---|---|---|
| Business Management | 14% | Business environments, organizational structures, risk, change management, HR metrics, organizational culture, ethics, and inclusivity initiatives |
| Workforce Planning and Talent Acquisition | 14% | Employment laws, workforce planning, sourcing, recruiting, interviewing, job offers, background checks, onboarding, and employee integration |
| Learning and Development | 10% | Training programs, career development, mentorship, coaching, succession planning, skills assessments, and program evaluation |
| Total Rewards | 15% | Compensation, payroll, incentives, recognition, benefits, flexible work arrangements, pay equity, benchmarking, and salary structures |
| Employee Engagement | 17% | Employee lifecycle, engagement surveys, employee resource groups, performance management, coaching, corrective action, retention, and offboarding |
| Employee and Labor Relations | 20% | Employment laws, workplace safety, employee policies, investigations, complaints, conflict resolution, grievances, unions, and labor relations |
| HR Information Management | 10% | HR information systems, employee data, database reporting, analytics, system access, data integrity, privacy, and information security |
Download the PHR® Exam Content Outline (2024).
The exam is three hours long and has 150 scored questions (mostly multiple-choice) plus 25 pretest questions. As of 2025, the pass rate was 72%.
What areas does the SPHR certification examination cover?
The SPHR is more geared toward someone with 4-7 years of experience (same as the PHR, in that more work experience = less need for higher educational degrees) and is involved in the strategic and policy-making aspects of the HR department.
This person is an HR planner rather than a logistical doer.
| Functional Area | Exam Weight | Example Topics |
|---|---|---|
| Leadership and Strategy | 33% | Organizational and HR strategy, budgets, risk management, business metrics, culture, sustainability, corporate social responsibility, inclusivity, change leadership, stakeholder relationships, and federal law |
| Workforce Planning and Talent Acquisition | 17% | Workforce forecasting, restructuring, expansion and reduction, labor-market analysis, recruiting strategy, employer branding, onboarding, mergers, acquisitions, and cultural integration |
| Talent Management | 23% | Workforce development, succession planning, employee engagement, retention, performance management, leadership development, career growth, labor strategy, and offboarding |
| Total Rewards | 17% | Total rewards philosophy, compensation strategy, executive compensation, incentives, benefits, retirement, work-life programs, wellness, and employee recognition |
| HR Information Management, Safety, and Security | 10% | Data privacy, cybersecurity, employee records, workplace safety, emergency response, crisis management, HR technology, digitalization, self-service systems, and HRIS strategy |
Download the SPHR® Exam Content Outline (2024).
Like the PHR, the exam is three hours long and has 150 scored questions (mostly multiple-choice) plus 25 pretest questions. As of 2025, the pass rate was 76%.
What’s The Verdict: To Certify or Not To Certify?
At the end of the day, having a certification on your resume will make you stand out from the crowd. While having a certification isn’t a necessity in order to get into the field and start working, it will increase your chances of being hired.
The largest upfront hurdle is determining if you are comfortable with paying the exam fees. For the PHR, the cost to sit for the exam is currently $395 plus a $100 application fee, bringing the total to basically $500. For the SPHR, the cost to sit for the exam is currently $495 plus a $100 application fee, bringing the total to basically $600.
If you’re comfortable with paying the exam fees, a certification is a good step for your career. It’s also important to understand the time commitment required in order to prepare and study for the exam. Finding the right study tools can be the difference between a stressful study experience and a productive, fruitful one.
At Pocket Prep, we’re here to help you pass the PHR or the SPHR the first time.
