Everything you need to know about the SHRM-CP certification for HR professionals

In this Article:

• What is SHRM-CP certification?
• What are the benefits of the SHRM-CP?
• Who qualifies for the SHRM-CP?
• What can you expect on the SHRM-CP exam?
• Frequently asked questions

What is SHRM-CP certification?

The SHRM-CP (Society for Human Resource Management-Certified Professional) is a certification offered to human resources professionals to help them advance in their careers and demonstrate their knowledge of HR policies and strategies.

To obtain SHRM-CP certification, you must be able to show relevant education and experience and take an exam. The exam is administered by the Society for Human Resources Management (SHRM) which is an organization with 300,000 members worldwide and supports HR professionals through education, training, networking, and lobbying on behalf of policies that are fundamental to HR and labor management. 

According to the SHRM website, the exam consists of questions based on “knowledge items and situational judgment.” Those who receive their SHRM-CP can show their extensive knowledge of HR practices to employers and clients, which can set them apart from the competition. 

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What are the benefits of the SHRM-CP?

👩🏻‍💻 Prove you’re an expert

By obtaining a SHRM-CP, you have in hand credentials that prove your advanced knowledge in the HR field. If you work as an independent HR consultant, you can leverage your SHRM-CP certification to attract new clients and win contracts with companies. 

🧠 Demonstrate your practical skills

Part of the SHRM-CP exam is designed to test your practical skills in HR. Having this certification not only demonstrates your expert knowledge but your ability to put it into practice. 

📜 Globally recognized certification

The SHRM-CP is a globally recognized certification. This means that no matter where your clients reside, your certification will be recognized and valued by individuals and companies.  

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Who qualifies for the SHRM-CP?

In order to qualify for the SHRM-CP, there are some educational and experience requirements you must meet. This chart on the SHRM website breaks it down clearly, but in general, you do not need to have a degree in HR nor do you need to have completed a degree to start the process of obtaining a SHRM-CP. However, if you have less relevant education, you’ll be required to show proof of equivalent work experience. 

All applicants have to show proof of at least 1,000 hours of HR-related work experience, or 500 hours in one calendar year if you’re a student. However, there are some specific guidelines around this.

• Non-HR job titles – If you don’t have a job title specific to HR, that’s okay, as long as you can prove that you completed 1,000 hours of HR-related work in one calendar year.
• Supervisors of HR professionals – If you supervise someone in an HR role, but you yourself do not perform HR duties as part of your job, this does not count towards the 1,000 hours of experience.
• Contractors – If you take on HR work as a consultant, these hours still count.
• Part-time work – Part-time work in an HR role qualifies. Just make sure that the 1,000 hours of experience occurred in the same calendar year.
• Students – If you are a student currently enrolled in your final year of an undergraduate or graduate degree program at an SHRM approved university, you may be eligible to take the exam. Check with the SHRM Academic Initiatives staff if your educational institution is approved by them. You will also need to show proof of 500 hours of HR experience. 

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What can you expect on the SHRM-CP exam?

The SHRM-CP exam tests your knowledge, judgment, and decision-making skills through a series of multiple-choice questions. The exam is based on the 15 HR functional areas and the eight behavioral competencies, which are part of the SHRM Body of Competency & Knowledge (SHRMBoCK). You can download a guide to this information on the SHRM website. 

💡✍ Once you have fulfilled the education and experience requirements and passed the exam, you’ll receive your SHRM-CP certification. With this in hand, you can look forward to advancing in your HR career. 

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Frequently asked questions

Do I need business insurance as an HR consultant even with SHRM-CP certification?  

Yes, absolutely. While your SHRM-CP certification demonstrates your expertise and knowledge, it doesn't protect you from legal claims. HR professionals need professional liability insurance to cover claims of negligence, errors in placement, discrimination allegations, or other professional mistakes. Even if you've done nothing wrong, professional liability insurance covers your defense costs, settlements, and judgments. Many clients require proof of insurance before awarding contracts, so having coverage alongside your certification makes you more competitive.

Can I work as an HR consultant while studying for my SHRM-CP?  

Yes, many people start consulting businesses while pursuing certifications. In fact, consulting work counts toward your required 1,000 hours of HR experience. You can turn your HR expertise into a side hustle while building toward certification. Just make sure you document your hours carefully and understand that certain types of work may not qualify. If you're providing HR services professionally, protect yourself with appropriate errors and omissions insurance even before completing your certification.

How does SHRM-CP certification compare to PHR certification for independent consultants?  

Both SHRM-CP and PHR (Professional in Human Resources) certifications are widely recognized, but they emphasize different aspects of HR knowledge. SHRM-CP focuses more on practical, situational judgment and behavioral competencies, while PHR emphasizes technical knowledge and operational execution. For independent consultants, SHRM-CP's global recognition and focus on practical application may provide an advantage when working with diverse clients. Regardless of which certification you pursue, professional services businesses benefit from having proper insurance coverage to protect against client claims.

What risks do HR consultants face that require insurance beyond certification?  

HR consultants face numerous liability risks even with advanced certifications. You could be sued for placing a candidate who doesn't perform well, providing advice that a client claims caused financial harm, discrimination allegations during hiring processes, or data breaches if employee information is compromised. Clients may claim you failed to properly vet candidates, provided inadequate training, or gave incorrect guidance on compliance issues. Your SHRM-CP proves your knowledge, but insurance protects your business assets and covers legal defense costs when claims arise.

Can students starting HR consulting businesses get insurance before completing SHRM-CP?  

Yes, you don't need to complete your SHRM-CP certification to obtain business insurance. If you're starting a consulting business from college and providing HR services, you should get coverage immediately. Many insurers offer professional liability policies for new consultants and students. In fact, having insurance early is wise because claims can arise from work performed before you're fully established. As you build your practice and complete your certification, you can adjust your coverage limits to match your growing business needs.

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