The Certified Human Resources Leader CHRL) designation awarded by the Human Resources Professionals Association (HRPA), is the national standard for excellence in professional human resources management.
The CHRL designation is the professional level designation of qualification in Canadian human resources management, while the CHRP designation is the entry-level designation.
The CHRL/CHRP designation positions the human resources professional at the leading edge of the profession in Canada, enhances their lifetime earning potential, and represents their commitment to professional development throughout their career.
There have been significant changes in what is expected of human resources professionals. For example, they must understand their organizations better and operate at a more strategic level, provide a higher level of thinking, be more solution providers and fewer process administrators.
HR professionals at the CHRL level can be found in either specialist or generalist positions.
Individuals at this level have responsibilities such as, but not limited to, managing projects, programs, and initiatives; implementing plans passed down by senior management; and delegating tasks to entry-level staff. In professional matters, individuals at this level can act independently.
Individuals at the CHRL level will often have position titles such as Director of HR, Human Resources Manager, Human Resources Generalist, and Human Resources Specialist.
Completion of the CHRL requirements confers the right to use the title Certified Human Resources Leader and the right to use the initials CHRL after your name.
The course content has been developed and organized to reflect the specific competencies identified in HRPA’s Professional Competency Framework.
This Preparation Course is an excellent resource for those preparing to write the exams. It has been specifically designed to introduce participants to the many required functional competencies identified as essential for HR Professionals seeking to earn the Certified Human Resource Leader CHRL professional designation.
You might be interested in other HR Programs as a next step.
CHRLs are HR professionals at the professional level and can be found in either specialist or generalist positions with responsibilities such as managing projects, programs, and initiatives, implementing plans passed down by senior management, and delegating tasks to entry-level staff.
You will cover the following Knowledge Areas:
*Human Resources Management
*Finance and Accounting
*Human Resources Planning
*Occupatonal Health and Safety
*Training and Development
*Recruitment and Selection
There are five requirements to obtain the CHRL designation:
Active HRPA registration in good standing
Successful completion of the coursework requirement
Successful completion of Comprehensive Knowledge Exam 2
Successful completion of either the CHRL Employment Law exam (Jurisprudence 1)
Successful completion of the Job Ready Program
The first two requirements are interchangeable in sequence – meaning you can complete your courses first and then become an active registrant of HRPA or vice versa.
All other requirements have to be completed in sequence once the registration and the coursework requirements have been met.
To obtain the CHRL designation, you will need to pass exams and requirements mentioned above.
Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.
HR’s Role in Strategy
Business Strategies and the Strategic Planning Process
Errors within the Strategic Planning Process
Introduction to Professional Practices
Codes of Ethics
Rules of Professional Conduct
Duties while Employed with by an Organization
Responsibilities of an Independent Practitioner
Introduction to Workforce Planning and Talent Management
Types of HR Forecasting
Human Resources Demand and Supply
The Human Resources Forecasting Process
Introduction to Industrial Relations, Labour Relations and Employee Relations
Distributive and Integrative Bargaining
The Collective Agreement
Arbitration and Mediation
The Goals and Elements of a Total Reward Strategy
Influencing Employee Behaviour through a Total Reward Strategy
Establishing Job Work
Creating the Direct Compensation Program
Creating the Indirect Compensation Program
Communicating and Evaluating the Total Rewards Strategy
Introduction to Learning and Development
Types of Knowledge
The “ADDIE” Model
Formal and Informal Learning
On- and Off-the-Job Training
Mentoring and Coaching
The Lesson Plan
Kirkpatrick’s Level of Evaluation
The Legal Aspects of Health and Safety
Hazard Recognition and Control
Creating a Safe Work Environment
Supporting Psychological Wellbeing in the Workplace
Other Related Programs
The Relationship between Finance, Technology, and Human Resources
Types and Uses of HR Metrics
The Research Process
Developing Research Measures
A. Employment Contracts
A3. Employee Benefits and Perquisites
B. Employer Obligations
B1. Duty to Accommodate
B2. Misconduct in the Workplace
B3. Common Law
B4. Sale of Business
C. Regulations and Legislation
C1. Employment Standards Act
C2. Occupational Health and Safety Act
C4. Pay Equity Act
C5. Canada Labour Code