HRCI The Professional in Human Resources (SPHR) : SPHR

  • Exam Code: HRCI
  • Exam Name: The Professional in Human Resources (SPHR)
  • Updated: Sep 08, 2026
  • Q & A: 282 Questions and Answers

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About HRCI The Professional in Human Resources (SPHR) : HRCI Exam

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What is the duration, language, and format of HRCI SPHR Certification Exam
  • Length of Examination: 3 hours
  • Language: English (also available in Spanish - Castilian)
  • Format: Multiple choices, multiple answers
  • Passing score: 500/700
  • Number of Questions: 150

The HRCI Senior Professional in Human Resources certification, otherwise known as the SPHR, allows candidates to demonstrate their HR leadership skills and that they are ready to become part of the skilled team. More so, this certificate will help you demonstrate your understanding of strategies and policies of HR management as required in the USA and other regions.

How to book HRCI SPHR Certification Exams
  • Send the request with payment.

  • Plan your exam within 120 days of the approval date with our exam partner, Pearson VUE and plan your preparation.

  • Choose the exam that suits you best in the “My application” section and provide the eligibility information.

  • Decide if you want to buy preparation material through the Create your package option.

  • Receive the results in the test center and an official report of results within 24-48 hours after the test.

  • Create an online account with HRCI. If you already have an account, log in with your email and password.

  • Bring a valid government-issued ID to take the exam with you. Check these tips for exam day to make sure you are ready for exam day.

  • Affirm that all the information presented in the application is complete and truthful, having read the HRCI certification manual and agree with all the policies and procedures described therein.

Reference: https://www.hrci.org/docs/default-source/default-document-library/hrci_sphr-exam-content-outline.pdf?sfvrsn=5a8a173f_1

HRCI SPHR Exam Syllabus Topics:
SectionWeightObjectives
Talent Management23%- Career Development
  • 1. Assess talent and develop career paths
  • 2. Design policies for return of employees
  • 3. Develop employee career and growth opportunities
- Performance Management
  • 1. Align team and individual performance goals to organizational measures
  • 2. Design and evaluate strategies for performance management
  • 3. Evaluate strategies for employee satisfaction and retention
- Employee Development
  • 1. Identify and implement leadership development strategies
  • 2. Develop training programs and initiatives
  • 3. Design and evaluate learning and development strategies
Leadership and Strategy33%- Leading the HR Function
  • 1. Monitor organizational risk
  • 2. Influence people management practices
  • 3. Develop HR strategic plans
  • 4. Evaluate credibility and relevance of external information
- Developing HR Strategy
  • 1. Develop and manage workplace practices aligned with vision, values, and ethics
  • 2. Evaluate organizational design and structure
  • 3. Design and manage effective change strategies
  • 4. Contribute to organizational strategy and planning
HR Information Management, Safety, and Security10%- HR Information Management
  • 1. Analyze workforce metrics (turnover, cost per hire, retention rates)
  • 2. Manage HR information systems and data privacy
  • 3. Design and evaluate HR data indicators to inform strategic actions
- Workplace Safety and Security
  • 1. Manage compliance with OSHA, HIPAA, emergency response plans
  • 2. Evaluate employee safety and security strategies
  • 3. Address building access and data security/privacy
Workforce Planning and Talent Acquisition17%- Talent Acquisition
  • 1. Evaluate effectiveness of talent acquisition programs
  • 2. Design and evaluate recruiting strategies
  • 3. Develop selection and hiring processes
- Workforce Planning
  • 1. Forecast talent supply and demand
  • 2. Analyze organizational needs and workforce gaps
  • 3. Develop workforce planning strategies
Total Rewards17%- Benefits
  • 1. Evaluate effectiveness of total rewards programs
  • 2. Develop health, retirement, and wellness programs
  • 3. Design and evaluate benefits programs
- Compensation
  • 1. Design and evaluate compensation strategies
  • 2. Develop base pay and incentive programs
  • 3. Evaluate market competitiveness and equity

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