The Certified Human Resources Professional (CHRP) – Canada

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The Certified Human Resources Professional (CHRP) – Canada

CHRP – The Certified Human Resources Professional is the entry-level designation.

It is also the best-known HR designation in Canada and available exclusively from HRPA –  Human Resources Professionals Association (Canada).

Human Resources professionals at entry level may be entering the workforce, acting in roles that are mostly administrative, such as a contributing role in a more significant HR function, or a sole HR practitioner in a small HR function.

Individuals at this level would have responsibilities such as supporting HR initiatives, executing tasks passed down from management and operating at the tactical and transactional levels. They often have titles such as Human Resources Assistant, Staffing Coordinator, Human Resources Clerk, or Human Resources Coordinator.

Completion of the CHRP requirements confers the right to use the title Certified Human Resources Professional and the right to use the initials CHRP after your name.

The Certified Human Resources Professional (CHRP) is designed in response to the critical role of human resources (HR) management in any organization. It provides the students with the necessary background essential to meet the needs of the corporate HR department in the 21st century.

This certified program is appropriate for both newcomers to the human resources field and those with some experience but who are seeking to keep current in the area or expand their knowledge base.

The purpose of this unit is to familiarize learners with the evolution of human resources from personnel management and the knowledge, understanding of the human resource management role and function within the critical areas of resourcing, reward, development, and relations.

Is the designation worth it?

HR professionals with this qualification earn 13% more each year than their colleagues without certification. The increased earning potential for the CHRP is particularly impressive, demonstrating employers are willing to pay significantly more to attract HR professionals with these credentials.

CHRPs advance to senior roles more quickly:  65% of HR assistants with the CHRP received a promotion within five years, compared to only 33% of those without.

From 2016 to 2017, job postings requiring a CHRP increased from 67% to 70%, up from just 36% in 20015.

The likelihood of holding HR certification increases with seniority; half of HR Vice Presidents and Directors hold the CHRP designation.

You might also be interested in the Certified Human Resources Leader (CHRL) qualification as a next level.

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  • View Schedule
  • COURSE TYPE Practitioner
  • DURATION 5 Days


This Preparation Course is an excellent resource for those preparing to write 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 Professional (CHRP) professional designation.

This course will enable the learner to achieve the following skills and knowledge:

1. Analyze the traditional personnel management with the new approach of Human Resource Management to achieve organizational objectives
2. Evaluate the human resource procedures and ways for recruiting and selecting appropriate employees in an organization
3. Analyze factors and processes used in assessing human resource requirements and monitoring / compensating/rewarding employees suitably.
4. Analyze the human resources function and principles used for exit of employees from the organization



There are five requirements to obtain the CHRP designation:

Active HRPA registration in good standing

Successful completion of the coursework requirement

Successful completion of either Comprehensive Knowledge Exam 1 or Comprehensive Knowledge Exam 2

Successful completion of either the CHRP 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 CHRP 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.



Module 1: Strategy

  • Introduction to Organizational Strategy

  • HR’s Role in Strategy

  • Introduction to the Strategic Planning Process

  • Influence of Environmental Factors on Strategy

Module 2: Professional Practice

  • Introduction to Professional Practices

  • Codes of Ethics

  • Legal Compliance

  • Responsible Governance

  • Rules of Professional Conduct

  • Duties while Employed with by an Organization

Module 3: Organizational Effectiveness

  • Organization Culture

  • Employee Engagement

  • Team Dynamics

  • Organization Structure

  • Change Management

Module 4: Workforce Planning and Talent Management

  • Introduction to Workforce Planning and Talent Management

  • Attracting Candidates

  • Interview Methods

  • Employee Orientation

  • Performance Management

  • Introduction to Succession Management

Module 5: Labour and Employee Relations

  • Introduction to Industrial Relations, Labour Relations and Employee Relations

  • Employment Legislation

  • The Collective Agreement

  • Collective Bargaining

  • Grievances

  • Arbitration and Mediation

Module 6: Total Rewards

  • The Goals and Elements of a Total Reward Strategy

  • Influencing Employee Behaviour through a Total Reward Strategy

  • Motivation Theories

  • Direct Compensation

  • Indirect Compensation

  • Participating in Salary Surveys

Module 7: Learning and Development

  • Introduction to Learning and Development

  • Adult Learning Theories

  • Types of Knowledge

  • Knowledge Acquisition

  • The “ADDIE” Model

  • Formal and Informal Learning

  • On- and Off-the-Job Training

  • Mentoring and Coaching

  • The Lesson Plan

  • Kirkpatrick’s Level of Evaluation

Module 8: Health, Wellness, and Safe Workplace

  • 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

Module 9: Human Resources Metrics, Reporting, and Financial Management

  • Types and Uses of HR Metrics

  • The Research Process

  • Research Design

  • Developing Research Measures

  • Statistics

  • Analytical Tools

  • Budgets

Module 10: Overview of CHRP Employment Law Exam

A. Employment Contracts

  • A1. Termination

  • A2. 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

  • C3. Jurisdiction

  • C4. Pay Equity Act

  • C5. Canada Labour Code

  • In The Classroom

  • Live, Online

  • Private Team Training

  • Indiviual Private Session

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