Professional in Human Resources International PHRI

  Functional Area 01 | Business Management (14%)

Using information about the organization and business environment to reinforce expectations, influence decision making, and avoid risk.

Responsibilities:

•   Interpret and apply information related to the general business environment and industry best practices

•    Understand the role of cross-functional stakeholders in the organization and establish relationships for effective decision-making (for example: org charts, span of control, shared services, centers of excellence)

•    Identify risks and recommend best practices (for example: compliance audit, mitigation, internal/external threats, safety, conflict of interest, employee relations, change management [automation, digitalization, gap analysis])

•   Understand metrics and interpret data to support business initiatives and recommend strategies  (for example: attrition rates, diversity in hiring, time-to-hire, time-to-fill, ROI, success of training, promote continuous improvement using data)

•    Understand and reinforce organizational culture, core values, and ethical and behavioral expectations (for example, identify opportunities and make recommendations, contribute to diversity, equity, and inclusion [DEI], and employer branding)

  Functional Area 02 | Workforce Planning and Talent Acquisition (14%)

Identifying, attracting, and employing talent while following all local laws related to the hiring process.

Responsibilities:

•   Apply relevant labor laws and understand their impact on organizational hiring policies to adhere to legal and ethical requirements

•   Identify and implement sourcing methods and techniques to attract talent (for example: employee referrals, social media, diversity, equity, and inclusion [DEI] metrics, agencies, job boards, internal postings, job fairs, college recruitment, and remote/hybrid work solutions)

• Manage the talent acquisition lifecycle (for example, interviews, job offers, background checks, job descriptions, onboarding, orientation, assessment/skills exercises, and employee integration)

Functional Area 03 | Learning and Development (10%)

Contributing to the organization’s learning and development activities by implementing and evaluating programs, providing internal consultation, and providing data.

  Responsibilities:

•   Implement and evaluate career development and training programs, including providing resources and guidance on professional growth and development opportunities (for example: career pathing, management training, mentorship, coaching, learning development plan)

•    Contribute to succession planning discussions with management by understanding and providing relevant data (for example, compensation, performance, turnover, exit surveys, attrition, evaluations, skills assessments, skills development resources)

•   Administer learning and development programs designed to achieve desired outcomes by the organization (for example: compliance, safety, benefits, HR systems and security, diversity, equity, and inclusion [DEI])

  Functional Area 04 | Total Rewards (15%)

Implementing, promoting, and managing compensation and benefit programs that attract and retain talent while complying with local laws.

Responsibilities:

•   Manage and communicate total rewards programs to foster employee engagement and enhance employee experience (for example, compensation, payroll, recognition programs, incentives)

•   Implement and promote awareness of non-monetary rewards (for example, workplace amenities, flexible scheduling, remote/hybrid options)

•    Understand and administer benefit and leave programs (for example, health plans, retirement plans, employee assistance plans, paid time-off, and other insurance)

•   Monitor and sustain compensation and benefit programs (for example, pay equity, benchmarking, salary bands, status changes, and life events)

Functional Area 05 | Employee Engagement (17%)

Developing, communicating, and enhancing employee engagement initiatives to support optimal employee performance management activities throughout the employee lifecycle.

  Responsibilities:

•    Measure and advise on functional effectiveness at each stage of the employee lifecycle (for example: hiring, onboarding, performance management, retention, exit process, alumni program) and identify alternate approaches as needed

•    Support the implementation and communication of organizational programs to enhance employee participation and engagement (for example: surveys, focus groups, welfare/wellness activities, employee resource groups [ERG], action plans from feedback)

•    Support the organization’s performance management strategy by completing appropriate steps to achieve organizational goals and objectives (for example, employee reviews, promotions, recognition programs)

• Support performance and employment activities (for example, coaching, performance improvement plans, corrective actions, involuntary separations, job eliminations, reductions in force, and offboarding)

  Functional Area 06 | Employee and Labor Relations (20%)

Manage, monitor, and/or promote legally compliant programs and policies that impact the employee experience.

Responsibilities:

•   Understand and apply knowledge of programs, applicable laws, and regulations to promote outreach, diversity, equity, and inclusion (DEI) (for example, corporate social responsibility [CSR])

•   Support workplace programs relative to health, safety, security, and privacy laws and regulations

•    Provide interpretation and ensure compliance with organizational policies and procedures (for example: employee handbook, SOPs, time and attendance, expenses)

•    Process and support the resolution of employee complaints, concerns, or conflicts and escalate as needed (for example, investigate, document, initiate, recommend solutions, and abide by grievance and ADR [alternative dispute resolution] procedures)

•    Promote techniques and tools for facilitating positive employee and labor relations with knowledge of applicable laws affecting union and nonunion workplaces (for example, antidiscrimination policies, harassment)

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Functional Area 07 | HR Information Management (10%)

Tools, technology, and systems that efficiently optimize the organization’s access to its human resource data.

  Responsibilities:

  Utilize and manage HR database content and technologies (for example, HRIS, maintain personnel data, employee status changes, salary changes)

   Assess and communicate information obtained from HR databases (for example, generate reports, data analytics, identify trends)

Promote and maintain security best practices (for example, system access and permissions, front-end user support, compliance, data integrity, and data accuracy)