SHRM vs. HRCI: Which Certification Is Best for You?

Looking to boost your HR job cred? Earning a certification can help, but unlike in other fields, HR doesn’t have a single, generally accepted track.

Today, there are two major players in HR certification: The Society for Human Resources Management (SHRM) and the HR Certification Institute (HRCI). For decades, the two organizations were one, but when SHRM launched its own certification series in 2014, they split.

More than a decade later, HR professionals eager to certify still wonder: Which is best for me? If you’re weighing your options, here’s what you need to know.

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Why HR Certifications Matter Today

HR certifications help professionals build foundational knowledge, strengthen their skill set, and gain confidence and career mobility — especially in a competitive HR job market.

As a job seeker, you may see job roles list certifications as preferred or required credentials, particularly for senior or more regulatory roles. In consulting and enterprise environments, certifications are also frequently cited in RFPs and leadership qualification frameworks.

“The certificate's value is not solely academic; it's a professional door-opener and a powerful tool for establishing credibility,” said Bianca Reyes, SPHR, founder, Talentade, a people strategy and HR consulting firm. “Nothing is ever certain, but earning the certification strengthens your profile and makes you stand out compared to other candidates,” she added. 

One peer-reviewed article noted, “For promotions, newer sources echo older findings: certifications can support a business case for higher pay and can bolster credibility for leadership roles.” 

For many, certification serves as a clear milestone in a longer, intentional career development journey. They can also help support a career pivot. 

“I think they're particularly valuable to help bridge transitions, for example, if you're new to HR or people ops or want to transition to a more senior role,” said Reyes.  

Understanding SHRM and HRCI

Two organizations offer the most recognized certifications in the human resources field: the Society for Human Resources Management (SHRM) and the HR Certification Institute (HRCI). Both offer multiple certifications designed to build fluency across HR functions, mapped to experience, career path, and professional goals. 

Society for Human Resource Management (SHRM)

SHRM is one of the most globally recognized voices in the HR space, and positions itself as the largest HR networking association in the world.

The org is known for publishing research and guidance on HR trends and best practices, and for acting as a public policy advocate for HR.  

SHRM’s exams combine HR knowledge with behavioral and situational judgment questions that reflect the day-to-day realities of a dynamic HR role. 

HR generalists, HR business partners, people managers, and other HR pros who want a credential rooted in practical application and leadership competencies often pursue SHRM certs. 

Human Resource Certification Institute (HRCI)

Where SHRM is also considered a professional organization and public policy advocate, HRCI is singularly focused on HR credentialing. 

Their exams, notably the popular Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR), are regarded as rigorous and compliance-heavy, emphasizing mastery of HR laws, regulations, and technical practices. 

Their credentials are common among HR practitioners with strong HR experience or roles requiring deep HR policy or compliance knowledge. HRCI also offers international options for HR professionals who support global teams.

HRCI exams place a strong emphasis on understanding and applying HR policies, particularly in regulated or compliance-driven environments.

How Employers Tend to View SHRM and HRCI Certifications

From an employer’s perspective, both SHRM and HRCI certifications signal foundational HR knowledge and professional commitment. SHRM certifications are often associated with broad HR exposure, leadership development, and people-centric competencies, making them a common fit for generalist and business partner roles. HRCI certifications, particularly the PHR and SPHR, are more closely associated with operational depth, compliance, and technical HR expertise.

Having hired for people roles many times, I can definitively say that I do not perceive a difference.

“Some companies prefer SHRM because it has a larger base, others prefer PHR because they think it's more tactical and relates better to real life. In my view, most of this is merely perception rather than any meaningful difference,” said Bryan Driscoll, an HR and small business consultant.

In practice, many employers value both — the strongest signal comes from how well the certification aligns with the role and how effectively the professional applies it on the job.

“Having hired for people roles many times, I can definitively say that I do not perceive a difference between the two certifications and have no preference for one over the other,” said Reyes. 

Which One Is Right for You?

Most experts admit there aren’t major differences in the course of study or the workplace application for either credentialing body. 

If anything, “SHRM leads strategic and PHR leans compliance. But in reality, they do the same thing: tell an employer you’ve studied the basics,” said Driscoll.

Recently, though, ideological fault lines between SHRM and HRCI have emerged. “One place where we're seeing them diverge is in their public and political stance on critical workplace issues, such as diversity, equity, and inclusion (DEI). This political divergence has brought SHRM under intense scrutiny by the HR community, which is a significant factor when professionals choose which organization to support,” said Bianca Reyes, SHRP, founder, Talentade, a people strategy and HR consulting firm.

A Closer Look at Each Certification

Below is a brief overview of what each certification covers and who typically pursues it.

aPHR (HRCI)

The Associate Professional in Human Resources (aPHR) is the only HRCI certification that does not require any previous HR experience. It’s designed for individuals entering the HR field, changing careers, or early-career employees seeking foundational HR knowledge.

SHRM-CP (SHRM)

Ideal for early to mid-career professionals, the SHRM Certified Professional (SHRM-CP) assesses both knowledge and competency application. It can be a good fit for roles that involve supporting employee relations, coordinating HR programs, and managing everyday HR tasks.

There are lots of active SHRM chapters out there, which makes it the superior option for networking.

PHR (HRCI)

The Professional in Human Resources (PHR) certification is best suited for HR practitioners with experience in HR operations and policy. The exam covers functional HR topics, including HR practices, compliance, and employee relations.

SHRM-SCP (SHRM)

Designed for senior HR professionals, the SHRM Senior Certified Professional (SHRM-SCP) focuses on strategic HR leadership, business alignment, and organizational influence.

SPHR (HRCI)

The Senior Professional in Human Resources (SPHR) emphasizes strategic HR management and workforce planning. It’s common among HR directors and leaders responsible for HR strategy.

PHRi, SPHRi, and GPHR (HRCI)

These certifications, the Professional in Human Resources - International (PHRi), Senior Professional in Human Resources - International (SPHRi), and the Global Professional in Human Resources (GPHR) are designed for HR professionals outside of the U.S., supporting global teams, or working for multinational organizations. They cover cross-border HR management and international employment practices.

Eligibility, Exam Format, and What to Expect 

Eligibility for most certifications is based on a combination of education and relevant work experience within the HR field. Requirements can vary across certifications and organizations, but here are the broad differences you can expect. 

SHRM Eligibility and Exam Format

SHRM eligibility centers on both HR experience and the nature of your job responsibilities. HR degree holders and non-degree holders may qualify depending on their role. 

SHRM-CP exam eligibility does not depend on a fixed number of years in HR, but rather on whether your work aligns with their competency model. SHRM-SCP eligibility requires at least three years of experience “performing strategic level HR/HR-related duties,” or having held the SHRM-CP certification for at least three years.  

The SHRM exam content is based on the SHRM Body of Applied Skills and Knowledge® (SHRM BASK®), a competency model developed based on years of quantitative and qualitative research into the requirements for success in an HR role. 

SHRM Exam Characteristics 

• The SHRM-CP and SHRM-SCP exams each contain 134 questions, 80 of which are “stand-alone knowledge-based questions” and 54 are situational judgment ones. 
• Situational judgment questions are widely considered the most challenging, with many Reddit threads dedicated to the best approach. 
• These exams also include 24 field-test items, unscored questions that SHRM uses to research the viability of including them on future exams.

Pass Rates 

According to HR Brew, in a recent testing window, pass rates for the SHRM-CP hovered around 71%, while the SHRM-SCP was closer to 56%, reflecting the relative difficulty of the senior-level exam. 

HRCI Eligibility and Exam Format

HRCI certifications generally require specific HR experience, but the exact requirements depend on the credential. Some certifications make exceptions to the experience requirement for those who have bachelor’s or master’s degrees, and aPHR requires no experience. 

HRCI Exam Characteristics

• Questions may be traditional multiple choice, fill-in-the-blank, or drag-and-drop
• Emphasis on HR practices, policies, and compliance
• Global certs relate to international HR and labor frameworks

HRCI Exam Pass Rates

HRCI publishes annual pass-rate data for its accredited certifications, which gives candidates a sense of relative exam difficulty. As of December 31, 2024, HRCI pass rates were: aPHR 71%, PHR 69%, SPHR 70%, PHRi 78%, SPHRi 74%, PHRca 50%, and GPHR 55%. 

Costs, Fees, and Study Material

Both SHRM and HRCI charge application and exam fees, with costs varying by membership status and country. The table we’ve compiled includes costs for each exam in the U.S. 

On top of the fees from SHRM and HRCI, many individuals choose to invest in instructor-led courses, online programs, or textbooks. Check with your employer if they’d be open to covering all or a portion of the costs for certification. 

Recertification Requirements 

SHRM and HRCI both require recertification every three years to maintain your credentials. 

SHRM Recertification

• Recertify by earning professional development credits (PDCs) by completing learning activities, teaching, attending workshops, or applying new skills on the job and paying the recertification processing fee. 
• Recertify by re-taking the test (and paying for it again). 
• If you miss the recertification window, you have a 60-day “grace period” to recertify, although the fee increases by $75. If you fail to recertify, SHRM revokes your certification by the end of the 60-day period. 

HRCI Recertification

• Recertify by retaking the exam. 
• Earn recertification credits by taking a pre-approved course. Some are taught by organizations within the HRCI member network, while others are taught by organizations outside it. 

How to Choose The Right Cert

Ultimately, the right certification is a matter of preference. Start by considering your level of HR experience and the type of HR skills you’d like to deepen.  

Experience level

• New to HR: aPHR or SHRM-CP
• Mid-career practitioners: SHRM-CP or PHR
• Senior HR leaders: SHRM-SCP or SPHR
• Global HR professionals: PHRi, SPHRi, or GPHR

Exam style

• Scenario-based, competency-driven: SHRM
• Knowledge-driven and policy-focused: HRCI

Your Role in HR Today, and Tomorrow

If you work in a generalist or business partner role, you may find SHRM’s competency model especially helpful. But for those who focus more on compliance or HR operations, HRCI’s knowledge-based format could better align with your day-to-day and future career goals. 

SHRM’s emphasis on leadership competencies is likely to appeal to HR professionals preparing for business management strategy or director and VP-level work, while HRCI’s global certifications will be a better fit if your role supports international teams or multinational operations.

Lastly, if networking is central to why you’re pursuing a certification, SHRM could be a better bet. “There are lots of active SHRM chapters out there, which makes it the superior option for networking,” said Reyes. 

"My personal motivation was practical: I had worked in smaller HR teams and knew that I needed more exposure to broader HR concepts. This is crucial when you are the People team of one and need to know enough to be dangerous across many different areas. Critically, especially earlier in my career, the credential provided the confidence to know that even if I lacked experience in a specific area, I had a structured approach and framework for tackling it," she added.

Learning for Life 

There’s no universally “right” HR certification. Both SHRM and HRCI offer respected credentials that can support growth at different stages of an HR career, and what matters most is choosing a program that fits your role, your learning preferences, and the skills you want to deepen. With the right certification (and a plan to apply it) you can continue building a career that grows with you.

What is for sure is that you’ll need support along the way. Our Resources for Humans community offers a space to seek guidance, share tips, and learn from more than 23,000 peers at all stages of their HR careers. We’re told time and time again from our community members that the insight, perspective, and support from others who understand the work is invaluable. 

Join the community to get input and advice from colleagues before, during, and after your certification.