Associate Professional in Human Resources

1.      HR Data & Records Management: Maintain accurate employee records, forms, and HRIS data to support decision-making and compliance.

2.      Legal & Policy Compliance: Ensure all HR activities align with employment laws, regulations, and internal policies through proper documentation and audits.

3.      Recruitment & Onboarding: Manage the end-to-end hiring process—including job postings, applicant screening, interviews, offers, and onboarding.

4.      Compensation, Benefits & Payroll: Coordinate payroll, administer benefits, and resolve employee compensation-related questions and claims.

5.      Training & Development: Organize and deliver employee training sessions, support performance reviews, and track development plans.

6.      Employee Support & Communication: Act as the first point of contact for employee inquiries and effectively communicate HR policies, programs, and organizational values.

7.      Risk Management & External Coordination: Identify workplace risks, conduct audits, and coordinate with external HR service providers to support overall HR functions.

  Functional Area 01 | HR Operations (33%)

Understanding the tactical and operational tasks related to workforce management and the HR function. Complying with the regulations and policies that affect the organization.

  Knowledge of:

•    Organizational Structure and Strategy: includes mission, vision, values, goals, objectives, reporting structures, and job classifications/descriptions.

•    Workplace Culture and Legal Environment: This covers organizational culture, traditions, and unwritten rules, as well as legal and regulatory compliance, including confidentiality and privacy.

•    Core Business and HR Functions: Encompasses business areas like accounting, operations, sales, and HR functions such as administration, policies, procedures, and external HR service providers.

•    Data Management and Technology in HR: Involves HRIS systems, employee records (storage, retention, disposal), and the role of technology such as social media and monitoring tools.

•    Workforce Analytics and Metrics: Includes HR metrics like turnover rate and cost per hire, plus data collection and analysis tools (surveys, spreadsheets, statistical software).

•    Communication and Reporting: Encompasses communication techniques (written, oral, intercultural) and methods for presenting and reporting workforce data (charts, reports, required submissions).

  Functional Area 02 | Recruitment and Selection (22%)

Understanding the hiring process, including regulatory requirements, sourcing of applicants,  formal interview and selection process, and onboarding of a new hire.

  Knowledge of:

•   Applicable laws and regulations related to recruitment and selection (for example:  work authorization, job requisition, job postings)

•   Applicant databases

•    Recruitment sources (for example: employee referral, social networking/social media,  company website)

•    Recruitment methods (for example: advertising, job fairs, university)

•    Alternative staffing practices (for example, recruitment process outsourcing,  job sharing, remote workers)

• Interviewing techniques (for example, structured, non-structured, behavioral, situational, panel)

•    Pre- and post-offer activities (for example, background checks, medical exams)

•    Orientation and onboarding (for example, logistics, introducing culture, facilitating/training)

  Functional Area 03 | Compensation and Benefits (15%)

Understanding concepts related to total rewards such as pay and benefit programs. Responding to employee questions and handling claims in compliance with applicable laws, regulations, and company policies.

  Knowledge of:

•    Applicable laws and regulations related to compensation and benefits, such as monetary and  non-monetary entitlement, wage and hour, and privacy (for example, tax treatment)

•    Pay structures and programs (for example: variable, merit, bonus, incentives, non-cash  compensation, pay scales/grades)

•    Total rewards

•   Benefit programs (for example, health care plans, flexible benefits, pension scheme,  health and fitness programs)

•    Payroll terminology (for example: pay schedule, vacation, leave, paid time off [PTO])

•   Data collection for salary and benefits surveys

•   Insurance claims, filing, or processing requirements (for example, workers’ compensation,  disability benefits)

•    Work-life balance practices (for example, flexibility of hours, telecommuting, sabbatical)

  Functional Area 04 | Human Resource Development and Retention (10%)

Understanding the techniques and methods for delivering training programs and developing individual employees.

  Knowledge of:

•    Applicable laws and regulations related to training and development activities (for example, acquiring and maintaining relevant credentials and qualified providers)

•    Training delivery format (for example: virtual, classroom, on-the-job)

•   Techniques to evaluate training programs (for example, participant surveys,  pre- and post-testing, after-action plan)

•    Career development practices (for example, succession planning, dual career ladders)

•    Performance appraisal methods (for example: timelines, ranking, rating scales)

•   Performance management practices (for example, setting goals, feedback, mentoring)

  Functional Area 05 | Employee Relations, Health, and Safety (20%)

Understanding the methods organizations use to monitor and address morale, performance, and retention. Balancing the operational needs of the organization with the well-being of the individual employee. Understanding the laws, regulations, and policies that promote a safe work environment. Use risk mitigation procedures to protect against workplace hazards.

Knowledge of:

•    Applicable laws affecting employment environments, labor relations, and privacy

•    Employee and employer rights and responsibilities (for example, privacy and substance abuse)

•    Methods and processes for collecting employee feedback (for example, employee attitude  surveys, focus groups, exit interviews)

•    Workplace behavior issues (for example, absenteeism, aggressive behavior, employee conflict, and workplace harassment)

•    Methods for investigating complaints or grievances (for example, employee and employee,  employee and manager, employee and company)

•   Progressive discipline (for example, verbal or written warnings, escalating corrective  actions, termination)

•    Off-boarding or termination activities (for example: exit interviews, handover process,  end of service benefits, non-compete or non-solicitation)

•   Employee relations programs (for example: recognition, special events, diversity programs) 09 Workforce reduction and restructuring terminology (for example: downsizing, mergers,  relocation, assignments, transfers)

•   Applicable laws and regulations related to workplace health, safety, security, and privacy (for example, health and safety training, security compliance)

•    Risk management in the workplace (for example, emergency evacuation procedures, health and  safety, employee violence, emergencies)

•    Security risks in the workplace (for example, data, materials, or equipment theft; equipment  damage or destruction; cyber crimes; password usage