CHRM®

🏅🎓CHRM^® (Certified Human Resources Manager)

🎯 ROLE LEVEL

HR Manager | HR Business Partner | Talent Manager | People & Culture Manager

Professional Designation: Strategic HR leader capable of designing and managing enterprise HR functions independently

The CHRM® designation is designed by HRMI for HR practitioner’s candidate or employed in middle/senior-level Management, Full- or part-time.
This program equips the participants with appropriate knowledge, skills and techniques to perform human resource functions and responsibilities in organization.

The CHRM^® BOK “body of knowledge” is a recognized standard set by industry professionals and consultants working in the human resources profession. It is designed to answer the question, “What should a Human Resources Manager know and be able to apply to be considered a competent HRM?”

This professional program is designed to provide an advance level knowledge, for management of human resources in an organization. It offers good blend of theories, practices and case studies in the management of human resources to meet the growing demand for competent HR Professionals. The program has been endorsed by HRMI Global HR Leaders and past graduates have attained successful careers in the industry.

ADMISSION ELIGIBILITY

Applicants must meet specific educational and work experience criteria at the time they submit their application, in order to be eligible to sit for the CHRM exam. These requirements are outlined below:

• Hold a Bachelor degree or higher,
• Hold a Certified Human Resources Professional (CHRP) by or its equivalent,
• At least 6 years work experience in HRM, and
• ِِِِAgree to abide by the Code of Ethics established by the HRMI

Any applicants with lesser working experience than the above or not holding CHRP will be reviewed by the HRMI Certification Board to determine the eligibility for the program.

CHRM^® DESIGNATION REQUIREMENTS

In order to get certified, participants must meet the following requirements:

Knowledge Evaluation:

• Comprehensive examination
• Minimum passing score: 75%
• Demonstration of ISO 30414 implementation competency
• Participated the CHRM Preparation Course or equivalent

Experience Verification:

• Minimum 5 years progressive HR experience with 2+ years in managerial capacity
• Documented evidence of strategic HR project leadership
• 360-degree professional references including business leaders

Professional Portfolio:

• Submission of 3 strategic HR initiatives demonstrating competency domains
• Evidence of ISO standards application in professional practice
• Publication or thought leadership contribution to HR profession

CHRM^® CCORE COMPETENCY DOMAINS

1. Strategic HR Management

• HR Strategy Development: Design HR strategies aligned with organizational objectives and stakeholder expectations
• Workforce Planning: Conduct scenario-based workforce planning using predictive analytics
• Organizational Design: Design organizational structures that optimize capability and efficiency
• Strategic Alignment: Translate business strategy into HR priorities, initiatives, and resource allocation

Proficiency Requirements:

• Develop 3-year workforce plans aligned with business forecasts
• Design organizational structures for units of 200+ employees
• Present HR strategy recommendations to executive leadership
• Demonstrate ROI of strategic HR initiatives

2. Advanced Talent Management

• Talent Strategy: Design integrated talent acquisition, development, and retention strategies
• Succession Planning: Implement succession planning frameworks for critical roles
• High-Potential Development: Design and manage leadership development programs
• Talent Analytics: Apply advanced analytics to predict talent risks and opportunities

Proficiency Requirements:

• Reduce regrettable turnover by 20%+ through targeted interventions
• Maintain succession coverage of 80%+ for critical roles
• Design competency frameworks used across 500+ employees
• Implement assessment centers or other advanced selection methodologies

3. HR Analytics & Metrics

• Strategic Metrics: Design and implement comprehensive HR dashboards aligned with ISO 30414 domains
• Predictive Analytics: Apply statistical methods to forecast workforce trends
• Benchmarking: Conduct external benchmarking against industry standards
• Data-Driven Decision Making: Use analytics to inform strategic recommendations

Proficiency Requirements:

• Implement minimum 15 ISO 30414-aligned metrics across organization
• Generate quarterly workforce analytics reports for executive review
• Demonstrate statistical competency in regression analysis and predictive modeling
• Present data-driven business cases for HR investments

4. Employee Relations & Labor Strategy

• Industrial Relations: Manage collective bargaining processes and union relationships
• Complex Investigations: Lead sensitive workplace investigations involving harassment, discrimination, or misconduct
• Risk Mitigation: Identify and mitigate legal and reputational risks in employee relations
• Change Management: Lead organizational change initiatives minimizing workforce disruption

Proficiency Requirements:

• Successfully negotiate collective agreements or equivalent partnership frameworks
• Lead investigations resulting in legally defensible outcomes
• Reduce employment-related litigation by 30%+ through proactive strategies
• Manage restructuring affecting 100+ employees

5. Learning Strategy & Organizational Development

• Learning Strategy: Design enterprise learning strategies aligned with capability requirements
• Leadership Development: Implement multi-tiered leadership development pathways
• Organizational Culture: Design and lead culture transformation initiatives
• Diversity & Inclusion: Implement comprehensive D&I strategies with measurable outcomes

Proficiency Requirements:

• Design learning curricula supporting organizational capability gaps
• Demonstrate measurable improvement in leadership bench strength
• Achieve diversity targets across recruitment, promotion, and retention
• Implement inclusive leadership programs across management population

6. Total Rewards Strategy

• Compensation Philosophy: Design market-competitive compensation philosophies and structures
• Incentive Design: Develop performance-based incentive programs aligned with organizational goals
• Benefits Strategy: Optimize benefits portfolios balancing cost and employee value
• Pay Equity: Conduct pay equity analyses and remediate disparities

Proficiency Requirements:

• Design compensation structures for organizations of 500+ employees
• Implement variable pay programs affecting 30%+ of workforce
• Conduct annual market benchmarking across all job families
• Achieve gender pay gap reduction of 10%+ through systematic interventions

7. HR Technology & Digital Transformation

• HRIS Strategy: Lead selection and implementation of enterprise HR technology platforms
• Digital Employee Experience: Design digital solutions enhancing employee self-service and engagement
• HR Automation: Implement RPA and AI solutions for transactional HR processes
• Data Security: Ensure HR technology compliance with data protection regulations

Proficiency Requirements:

• Lead HRIS implementations affecting 1,000+ users
• Achieve 70%+ employee adoption of self-service technologies
• Automate 40%+ of transactional HR processes
• Maintain 99.9%+ HRIS uptime

8. Business Acumen & Financial Management

• HR Budgeting: Develop and manage multi-million dollar HR budgets
• Financial Analysis: Conduct ROI and cost-benefit analyses for HR initiatives
• Business Partnership: Serve as strategic advisor to business unit leaders
• Commercial Awareness: Demonstrate understanding of market dynamics, competitive positioning, and financial performance

Proficiency Requirements:

• Manage HR budgets representing 15-30% of organizational operating costs
• Deliver HR cost optimization of 10%+ while maintaining service quality
• Present business cases securing executive approval for strategic initiatives
• Demonstrate P&L understanding and contribution to business profitability

Upon successful completion of the program, participants will be conferred the Certified Human Resources Manager (CHRM^®) from the HR Management Institute (HRMI^®) as well as Professional Certificate in HR Management from the Global University of Science & Technology (GUST)

🌐LEVEL 2 (CHRM) INTERNATIONAL CERTIFICATION EQUIVALENCY