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SPHR Exam Topics and Domains
SPHR is organized into 5 weighted domains.
Leadership and Strategy
Organizational Strategy and Planning
Contribute to the development of the organizational strategy and planning (for example: vision, mission, values, ethical conduct, future business opportunities)
HR Strategy Development and Execution
Develop, execute, and lead HR strategies that are aligned to the organization's strategic plan (for example: HR initiatives, plans, budgets, business plans, service delivery plans, workforce requirements)
Risk Management and Analysis
Analyze and assess internal and external factors that impact operations and people management to decide on the best available risk management strategy (for example: human capital risk analysis, business continuity, response planning, geopolitical environment scanning, mental health)
Business Metrics and KPIs
Interpret and use business metrics to assess and drive achievement of strategic goals and objectives (for example: key performance indicators [KPIs], financial statements, budgets)
Data-Driven Decision Making
Use credible and relevant information to make decisions and recommendations (for example: salary data, management trends, published surveys and studies, legal/regulatory analysis)
Organizational Culture and Values
Develop and manage workplace practices that are aligned with the organization's vision, mission, values, sustainability, corporate social responsibility (CSR), ethics, and anti-corruption, to shape and reinforce organizational culture
Diversity, Equity, and Inclusion (DEI)
Develop and evaluate strategies and workplace practices to promote diversity, equity, and inclusion (DEI)
HR Metrics and Analytics
Identify and analyze HR metrics to inform strategic actions within the organization (for example: develop new metrics, predictive analytics, business intelligence, turnover rates, cost per hire, employment statistics, return on investment [ROI], pay equity analysis)
Change Management
Design, implement, and facilitate effective change strategies to align organizational performance with the organization's strategic goals (for example: change leadership, change management)
Stakeholder Management
Advise and influence organizational behavior and outcomes through effective relationships with key stakeholders
HR Strategy Alignment
Ensure alignment of HR strategies across the organization (for example: across geographic locations/sites, across business units)
Legal and Regulatory Compliance
Evaluate the applicability of US federal laws and regulations to organizational strategy and/or complex HR strategies and make recommendations based on findings (for example: policies, programs, practices, business expansion/reduction, concerted activity)
Workforce Planning and Talent Acquisition
Workforce Planning and Forecasting
Evaluate and forecast organizational needs throughout business cycles to develop or revise workforce plans (for example: corporate restructuring, divestitures, workforce expansion, or reduction)
Recruitment Strategy
Develop, monitor, and assess recruitment strategies to attract talent (for example: labor market analysis, salary expectations, selection processes, sourcing, employee value proposition [EVP] and employer branding)
Onboarding and Cultural Integration
Develop and evaluate strategies for onboarding new employees and managing cultural integrations (for example: new employee orientation, onboarding, restructuring, global expansion, mergers and acquisitions [M&A], joint ventures)
Talent Management
DEI in Workplace Culture
Evaluate the integration of diversity, equity, and inclusion (DEI) in the workplace culture and make recommendations based on findings
Learning and Development
Design, implement, and evaluate programs or processes in order to develop the workforce (for example: training and development, knowledge management, mode, timing)
Succession Planning
Analyze business needs to develop a succession plan for key roles (for example: identify talent, outline career progression, implement coaching and development) to promote business continuity
Employee Engagement and Retention
Design and evaluate strategies for employee engagement, satisfaction, and retention (for example: mentoring and sponsorship, flexible work arrangements)
Performance Goal Alignment
Align team and individual performance goals to organizational measures of success
Performance Management
Design and evaluate strategies and processes for performance management (for example: performance evaluation, performance improvement, feedback, coaching)
Leadership Development
Identify and implement strategies and processes for leadership development (for example: conflict resolution, mentoring, performance discussions, coaching, effective communication)
Career Development
Develop and evaluate employee career and growth opportunities (for example: assessing talent, developing career paths, managing job movement within the organization)
Employee Return Strategies
Design policies and processes for the return of employees to the organization (for example: parental leave, expatriates returning to home country, employees returning from sabbaticals or layoffs)
Labor Relations
Create and evaluate labor strategies (for example: collective bargaining, grievance program, strategic alignment with labor, other union-related activities)
Offboarding
Design and assess offboarding strategies, processes, and trends (for example: exit interviews, layoff strategies, alumni programs)
Total Rewards
Total Rewards Philosophy
Design the total rewards philosophy and communications strategy that balances the organizational and individual needs (for example: hourly, salary, expatriate and foreign nationals, executives, board members, contractors)
Compensation Strategy
Create and evaluate compensation strategies that attract, reward, and retain talent (for example: classification, direct, indirect, incentives, bonuses, equity, executive compensation)
Benefits Strategy
Create and evaluate benefit strategies that attract, reward, and retain talent (for example: health, welfare, retirement, work-life balance, wellness)
Employee Recognition
Design and develop employee recognition programs (for example: non-monetary and monetary rewards, workplace amenities, service awards)
HR Information Management, Safety, and Security
Data Privacy and Security
Align HR data privacy and security processes to organizational data protection strategies (for example: cyber security, phishing emails, documentation, employee files)
Employee Safety and Security
Evaluate employee safety and security strategies (for example: OSHA, HIPAA, emergency response plans, access control, contingency planning, crisis management)
HR Technology and Digitalization
Lead, implement, and evaluate HR digitalization initiatives (for example: information, workflows, emerging technologies, gamification, employee self-service, social networking, and human resource information system [HRIS], risk management system)
How do I earn this certification?
Passing SPHR earns the SPHR - Senior Professional in Human Resources certification. It sits in the Human Resources Management track.
- GPHR - Global Professional in Human Resources Advanced credential for HR professionals managing HR across borders and global operations
- N/A - Career advancement SPHR prepares professionals for CHRO, VP of HR, and other executive-level positions
- SHRM-SCP - SHRM Senior Certified ProfessionalAlternative senior-level HR credential offered by Society for Human Resource Management
- PHRca - Professional in Human Resources - California California-specific HR credential for those practicing in California
- PHRi - Professional in Human Resources - International International operational-level HR credential
Practice with Precision
The PlanetCert Simulator mirrors the real exam environment with authentic questions and timed pressure.
How to study for this exam?
The most effective way to prepare for SPHR is by using the PlanetCert Simulator to practice questions and review detailed explanations.
What's changed on this exam?
- ACTIVE
- Last content update: 2024-03-01
- Announcement date: 2023-12-15
- Generative AI (ChatGPT, etc.) N/A Now included in SPHR exam content - HR leaders must understand AI applications in recruitment, training, and workforce management • Release date: 2024-03-01
- HRIS and HR Technology Platforms Various Enhanced focus on HR digitalization initiatives, workflow automation, and employee self-service systems • Release date: 2024-03-01
- Predictive Analytics and Business Intelligence N/A SPHR exam now emphasizes data-driven decision making and predictive analytics for strategic HR planning • Release date: 2024-03-01
Who should take this exam?
This exam is typically taken by Senior HR professionals and HR directors and managers.