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  1. Programs
  2. Professional in Human Resources (PHR)

Professional in Human Resources (PHR)

HR Certification Institute

Certification

Become a contributor for free to openly demonstrate student outcomes, industry alignment & eligibility criteria.

Advance your HR career with the Professional in Human Resources® (PHR®) certification. Earning the PHR demonstrates your technical and operational knowledge of HR management, including U.S. laws and regulations. The PHR is for the HR professional with experience in implementing programs with tactical/logistical orientation. The PHR certification emphasizes a practitioner's operational responsibilities for the organization’s HR department.

Cost

Exam Fee: $395.00 + Application Fee: $100.00Show moreShow less

Format

Hybrid

Eligibility Calculator

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Program Pathways

Credentials this program stacks toward

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Program Details

Detailed information about this program

To be eligible for the PHR you must meet one of the following conditions for education and/or experience: Have at least one year of experience in a professional-level HR position and a Master’s degree or higher, Have at least two years of experience in a professional-level HR position and a Bachelor’s degree, OR Have at least four years of experience in a professional-level HR position. What Is the Exam Format and Length? Exam Time: 2 hours (plus 30 minutes administration time) Exam Length: 90 scored questions + 25 pretest questions Computer-based exam at a Pearson VUE testing center or at your home or office using OnVUE How Do I Remain Certified? Your PHR certification is valid for three years after testing. To maintain your PHR credential, you must earn 60 HR recertification credits over a three-year time span or retake the exam.

Requirements

What you need to earn this credential

No requirements listed.

Financial Aid

Eligible funding programs

No funding information available.

Scholarships

No scholarships listed.

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Locations

Where this program is offered

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Related Programs

Programs related to this one

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Skills & Competencies

Skills developed through this program

  • Interpret and apply information related to general business environment and industry best practices
  • Understand the role of cross-functional stakeholders in the organization and establish relationships for effective decision making
  • Identify risks and recommend best practices
  • Understand metrics and interpret data to support business initiatives and recommend strategies
  • Understand and reinforce organizational culture, core values, and ethical and behavioral expectations
  • Understand and apply knowledge of programs, US federal laws, and regulations to promote outreach and inclusivity initiatives
Career Pathways

Occupations this program prepares you for

  • Human Resources Specialists13-1071.00
What You'll Learn

Key competencies developed through this program

Auto-populated·from NSX Competency Framework

Mastery: developing (Level 2)(based on Certification)

  • HR policy interpretation — explain and apply personnel policies and regulatory requirements to employees and managers with reduced supervisory oversight in a mid-size organization.
  • Full-cycle hiring process — coordinate job postings, application review, interviews, and offer letters independently for non-executive roles across multiple departments.
  • Employment records management — maintain accurate HRIS records for hires, terminations, transfers, and leaves, ensuring data integrity and audit readiness.
  • EEO and affirmative action compliance — monitor hiring and employment practices against current legal standards and prepare routine compliance reports for HR leadership.
  • Employee relations issues — conduct initial intake interviews for workplace complaints or concerns and recommend resolution steps in alignment with HR policy.
  • Candidate evaluation — assess applicant qualifications against job requirements, conduct structured screening interviews, and make informed hiring recommendations to department managers.
  • Benefits and compensation communication — present and clarify total-rewards details to candidates and employees using current plan documentation during hiring and open enrollment.
  • Critical thinking in HR decisions — analyze patterns in employee relations cases or turnover data to identify recurring issues and propose process improvements.
  • Time management and prioritization — manage concurrent recruiting requisitions and HR casework within established deadlines in a fast-paced HR operations environment.
  • HRIS and analytical tools — generate standard workforce reports and queries to support staffing analyses and compliance reviews for HR management.

Some details on this page are auto-populated from public workforce data sources: O*NET (opens in new tab), BLS (opens in new tab), College Scorecard (opens in new tab), DOL Training Provider Results (opens in new tab), NSX (opens in new tab). Provided in partnership with LER.me Career Intelligence.

Student Outcomes

Performance metrics for this program

Completion Rate
Not reported
Placement Rate
Not reported