PHR Certification Guide: Exam, Eligibility & Career

If you’re ready to turn hands-on HR experience into a recognized credential, the Professional in Human Resources certification can be your signal to employers that you’re job-ready. The PHR is accredited by the National Commission for Certifying Agencies and, once earned, must be maintained on a three-year cycle with 60 recertification credits through HRCI.

Overview

The Professional in Human Resources (PHR) is a mid-level human resources certification from HRCI. It validates operational HR knowledge across hiring, pay, employee relations, and compliance. It aligns to a practice-based content blueprint and emphasizes applying HR laws and policies in day-to-day decisions.

Candidates test at Pearson VUE centers or online via OnVUE. That makes access flexible for busy HR professionals.

What is the Professional in Human Resources (PHR) credential?

The PHR is an HRCI-issued credential designed for HR practitioners who execute HR programs and policies. Think generalists and specialists who manage day-to-day HR operations. Unlike introductory certificates, the PHR assumes you’ve had meaningful exposure to core HR functions and can apply concepts in real workplace scenarios. Employers recognize it as a rigorous, practice-focused credential backed by psychometrically validated exams and NCCA accreditation (see HRCI and ICE for details).

You can sit for the PHR at a Pearson VUE test center or from home with Pearson’s OnVUE online proctoring. It includes a secure check-in and live monitoring. That delivery flexibility, plus a clearly defined content blueprint, makes the PHR one of the most portable human resources certifications for rising HR professionals.

Who the PHR is for (and when SHRM-CP or SPHR may fit better)

Choose the PHR if you’re an early- to mid-career HR professional managing operational responsibilities. Examples include recruiting coordination, HRIS updates, onboarding, benefits administration, and policy enforcement.

If you’re brand new to HR and still building foundational vocabulary, consider the aPHR first. If you own strategy, budget, and policy across HR, the SPHR is often a better senior fit. SHRM-CP is a widely recognized alternative focusing on behavioral competencies and situational judgment. Employer preference varies by region and industry, and many organizations accept either HRCI PHR or SHRM-CP. To compare options directly, review the SHRM certification overview at SHRM’s site.

Eligibility requirements and application checklist

The fastest way to avoid delays is to confirm you meet HRCI’s experience/education pathway and have documentation ready before you apply. HRCI publishes specific eligibility combinations (experience plus education level), and names on IDs must match your application exactly.

International candidates are welcome. Ensure your name matches your passport and your payment method works for international transactions.

Application checklist (gather before you apply):

Government-issued, unexpired ID (name must match your HRCI profile exactly); international candidates typically use a passport.
Work history details (titles, dates, responsibilities) and manager contact for potential verification.
Education information (degree level, institution); transcripts may be requested if audited.
Payment method for application and exam fees.
Decision on testing modality (test center vs online proctoring) and preferred location/time window.
If needed, accommodation documentation for disability-related adjustments and any name change/legal documentation.

After you submit, HRCI may audit your application, so be ready to provide verification promptly. Keep your email accessible for your Authorization to Test (ATT), which you’ll need to schedule with Pearson VUE.

Experience and education pathways

HRCI offers multiple routes to PHR eligibility that balance education and years of professional-level HR experience. In general, candidates with less formal education need more hands-on experience.

Those with a bachelor’s or master’s degree may qualify with fewer years. Because policy specifics can change, confirm your current pathway on HRCI’s official PHR page. Make sure your experience reflects professional-level HR work, not purely administrative tasks.

Cost breakdown and scheduling timeline

Expect two core fees: a nonrefundable application fee and an exam fee. Total “out-the-door” costs typically land in the mid-hundreds of dollars. Additional costs can include reschedule/cancellation fees, retake fees if you need another attempt, and optional prep materials. Verify current pricing and policies on HRCI’s site before you pay.

Most candidates receive approval and an ATT within a short window, then book a testing date directly with Pearson VUE. Seats can fill quickly in peak months (often late spring and fall), so schedule immediately after receiving your ATT. If you need financial help, ask your employer about tuition reimbursement or professional development funds that can cover exam fees and prep.

Exam structure, domains, and scoring

The PHR exam is computer-based and primarily multiple-choice. Questions test both knowledge and application across core HR functional areas. Expect scenario-based items that require judgment in compliance, employee relations, and total rewards. These reflect real HR decision-making.

You’ll receive a pass/fail result at the end of your session. Official scoring is processed by HRCI after standard quality checks.

HRCI uses a content blueprint that weights domains to reflect current HR practice. The mix changes periodically through job analysis studies. Because weights and policies can be updated, always consult the latest PHR content outline on HRCI’s site. Align your study plan to the official domains rather than third-party topic lists.

Content outline and domain emphasis

At a high level, the PHR blueprint covers workforce planning and talent acquisition, total rewards (compensation and benefits), employee and labor relations, learning and development, and business/HR operations and technology.

You’ll see both technical knowledge items (e.g., FLSA or FMLA concepts) and application-oriented questions (e.g., diagnosing a retention issue or selecting a lawful selection method). Review HRCI’s current outline to understand domain definitions, task statements, and sample knowledge topics aligned to each area.

Test format, length, and delivery options

The PHR is a timed, computer-based exam delivered at Pearson VUE test centers or via OnVUE online proctoring. At test centers, you’ll check in with a valid ID and follow secure testing protocols. Short breaks may be limited, and the exam clock typically continues to run during any unscheduled break.

Online, you’ll complete a secure check-in with a webcam, room scan, and system diagnostics. Leaving the camera view or using unauthorized materials can invalidate your attempt. Choose the modality that best fits your environment, tech comfort, and scheduling flexibility.

How to register and schedule your PHR exam

A smooth registration keeps you focused on studying, not logistics. The process flows from HRCI application to authorization to Pearson VUE scheduling, with a few common pitfalls to avoid.

Step-by-step:

Create or log in to your HRCI account and select the PHR application.
Enter your eligibility details (education and professional HR experience), confirm your name matches your ID, and submit.
Pay the application and exam fees and monitor email for possible audit requests and your Authorization to Test (ATT).
Choose your delivery option (test center or OnVUE) and schedule your exam through Pearson VUE using your ATT.
If testing online, run the OnVUE system test on the exact device and network you’ll use on exam day and clear your testing space.
Add your appointment to your calendar, review policies (arrival times, ID rules, reschedule/cancellation windows), and finalize your study plan.

Double-check that your HRCI profile name matches your ID exactly. Avoid waiting until the last minute to schedule, and request any accommodations before booking. If you must change your appointment, review Pearson VUE’s timeline to minimize or avoid change fees.

Accommodations, ID, and test-day rules

If you need ADA accommodations, request them during the HRCI application with supporting documentation. Approval is required before you schedule so Pearson VUE can apply the accommodations to your appointment.

For ID, bring a government-issued, unexpired document with your name matching your HRCI profile. International candidates typically use a passport.

Personal items are restricted. Calculators are provided on-screen, test centers supply an erasable note board, and online proctoring generally prohibits physical notes, multiple monitors, or secondary devices.

OnVUE requires a quiet, private room; a reliable, high-speed internet connection; a functioning webcam and microphone; a cleared desk; and the installation of the OnVUE software after a successful system test and room scan.

Arrive early (or launch early online) to complete check-in without cutting into your exam time.

Study strategy: timelines, resources, and practice

Treat the PHR like a compact project. Define your timeline, align resources to the official blueprint, and use practice questions to close knowledge gaps.

As a rule of thumb, experienced generalists often plan 40–80 focused study hours. Career-changers or early-career candidates may target 80–120 hours spread over 6–12 weeks. Anchor your sessions to HRCI’s outline, then layer reputable prep content and practice items that mirror the PHR style.

Two realistic plans:

6-week sprint (experienced HR generalists): 8–12 hours/week. Weeks 1–4 cover core domains (talent acquisition, total rewards, employee relations); week 5 emphasizes business/HR operations and L&D; week 6 is dedicated to mixed sets, weak-area review, and two full-length timed practice exams with post-mortems.
12-week standard (early-career or cross-functional pros): 6–8 hours/week. Weeks 1–2 orient to the HRCI blueprint and key laws; weeks 3–8 rotate deep dives per domain with end-of-week quizzes; weeks 9–10 add applied scenario practice and formula refreshers; weeks 11–12 include two full-length practice exams, targeted remediation, and a light taper before test day.

Whichever path you choose, practice questions should be diagnostic, not just drill. Tag errors by domain and reason (knowledge gap vs misread). Revise your notes and re-test with fresh items. Aim for consistent performance above your target across mixed-domain sets before you sit.

Official vs third‑party prep: how to choose

Start with HRCI’s current content outline. It’s the only authoritative map of what’s tested and how domains are framed.

From there, select prep that mirrors the PHR’s scenario-based style. Look for timely updates when blueprints change and at least one full-length timed exam. Third-party providers can add value with instructional videos, flashcards, and large item banks. Prioritize vendors that publish their update cadence and psychometric approach to item writing. Most successful candidates blend the official outline, a reputable prep course or book, and multiple rounds of high-quality practice questions.

PHR vs SHRM‑CP: which should you choose?

Both PHR (HRCI) and SHRM‑CP (SHRM) are widely recognized human resources certifications for early- to mid-career practitioners. PHR leans into operational execution and compliance application, while SHRM‑CP emphasizes behavioral competencies and situational judgment aligned to SHRM’s competency model.

Employer preference varies by region and industry, and many job postings accept either credential. If your organization uses SHRM-aligned competencies or offers SHRM-specific resources, SHRM‑CP may integrate more naturally. Review SHRM’s certification information to compare eligibility, exam structure, and maintenance.

Recognition, recertification, and career mobility

HRCI’s PHR is NCCA-accredited and maintained with 60 HRCI credits every three years. SHRM‑CP requires 60 Professional Development Credits (PDCs) in the same timeframe. Both ecosystems offer robust recertification activities.

Both credentials are portable across industries. Some government or compliance-heavy environments historically lean HRCI, whereas large multinationals often accept either. In practice, networking, experience, and demonstrated impact drive mobility. Use the credential to unlock interviews and then showcase specific outcomes (reduced time-to-fill, improved retention, audit readiness) in your stories.

Career outcomes, salaries, and ROI

The PHR aligns with roles that execute HR programs—HR Generalist, HR Specialist, Employee Relations Specialist, Talent Acquisition Partner. It can strengthen your case for promotion or lateral moves into higher-responsibility posts.

According to the U.S. Bureau of Labor Statistics, HR specialists earn median pay in the mid-$60,000s in the U.S. Wages trend higher in professional services and tech and in high-cost metros. Market sources like Payscale show that PHR holders often report higher pay bands and improved promotion velocity versus non-certified peers. Impact varies by region, industry, and company size.

Roles that value PHR and typical progression

Common paths include HR Assistant or Coordinator to HR Generalist, then into specialization (employee relations, total rewards, talent acquisition) or people leadership (HR Manager).

The PHR can be especially persuasive when your resume already shows hands-on experience. Examples include running open enrollment, owning an ATS migration, or building a compliant onboarding flow. It signals validated knowledge behind those results. For cross-functional professionals moving into HR, the PHR helps bridge domain credibility while you accumulate in-role wins.

Salary benchmarks and uplift drivers

Salary varies with geography, industry, company size, and scope of responsibility. BLS data for HR specialists points to solid national medians, with upper quartiles in sectors like information and professional services.

Payscale snapshots often show PHR-tagged roles clustering from the low-$60Ks into the $80Ks+, depending on role and region. Certification can correlate with uplift when it helps you switch companies, negotiate a title change, or qualify for a role with broader scope. Pair it with measurable outcomes to maximize ROI.

Recertification and maintaining your credential

Plan for maintenance as soon as you pass. The PHR requires 60 HRCI recertification credits every three years, which you can earn through continuing education, conferences, on-the-job projects, instruction, research/publication, and other approved activities.

Track activities in your HRCI account as you go. Attach documentation (certificates, agendas, project summaries) and schedule periodic check-ins so you’re not scrambling in year three. You can also recertify by retaking and passing the exam, though most professionals choose credits for flexibility.

Low‑cost ways to earn credits

Stretch your development budget by targeting free or low-fee options that still count.

Free or low-cost credit ideas:

Attend HRCI-approved webinars and virtual mini-conferences offered by associations or vendors.
Present internal lunch-and-learns or mentor junior HR staff, documenting objectives and outcomes.
Lead an HR process improvement or compliance project and submit a brief business-impact summary.
Volunteer with an HR association chapter or workforce nonprofit in a qualifying HR capacity.
Complete approved readings with quizzes or microlearning modules offered by credible providers.

Keep copies of agendas, completion emails, and summaries. Update your HRCI log quarterly to prevent end-of-cycle crunch.

Common pitfalls and retake policies

Avoid common missteps: underestimating study hours, misreading eligibility requirements, scheduling too late in peak windows, or failing an OnVUE system test only days before the exam.

If you don’t pass on your first attempt, HRCI enforces a mandatory waiting period and limits attempts within a 12-month window. You’ll pay a new exam fee to retake. Confirm current retake rules and any blackout periods on HRCI’s site. Reschedule and cancellation fees escalate as you approach your appointment date, so adjust early when possible. Document what tripped you up (domains, timing, anxiety) to refine your second-chance plan.

Resources and official links

HRCI PHR overview and policies: https://www.hrci.org/our-programs/credentialing/phr
HRCI Recertification handbook and portal: https://www.hrci.org/recertify
Pearson VUE OnVUE online proctoring: https://home.pearsonvue.com/onvue
NCCA accreditation information (ICE/ICE-CCP): https://www.credentialingexcellence.org/p/cm/ld/fid=121
SHRM Certification (SHRM‑CP/SHRM‑SCP): https://www.shrm.org/certification
U.S. Bureau of Labor Statistics: Human Resources Specialists: https://www.bls.gov/ooh/business-and-financial/human-resources-specialists.htm
Payscale: Professional in Human Resources (PHR) salary snapshot: https://www.payscale.com/research/US/Certification=Professional_in_Human_Resources_(PHR)/Salary