5 Best HR and Talent Acquisition Certifications

Top 5 certifications, by the numbers

To get a sense of which HR certifications employers value most, we ran job searches across three major sites. The table below shows how often each credential appeared in U.S. job postings on a single day. This isn’t a scientific analysis of every listing, but it gives a snapshot of current demand.

In the next sections, we’ll break down the top five HR and talent acquisition certifications, explain what each offers, and highlight a few other credentials that, while not as common, are still worth considering.

Certified Professional in Talent Development (CPTD, formerly CPLP)

The Certified Professional in Talent Development (CPTD) is offered by the Association for Talent Development (ATD), which was formerly known as the American Society for Training & Development. For many years, this credential was called the Certified Professional in Learning and Performance (CPLP). Job postings may still use the older name, so keep an eye out for both.

ATD also offers the Associate Professional in Talent Development (APTD) for professionals earlier in their careers. As of 2024, ATD’s Certification Institute reported 5,530 certificants: 4,005 CPTD holders and 1,525 APTD holders, underscoring the relevance of both programs.

For more information, visit ATD’s CPTD information page and download the CPTD Certification Handbook.

How to qualify

To sit for the CPTD exam, candidates typically need at least five years of talent development experience (or four years with an APTD), plus 60 hours of professional development. The exam is a three-hour test with 150 questions, combining multiple choice and case management scenarios. Exam fees are currently $999 for ATD members and $1,500 for nonmembers.

Potential careers

Common job roles for CPTD holders include:

• Talent development professionals
• Trainers and facilitators
• Instructional designers
• Organizational development specialists

Professional in Human Resources (PHR)

The Professional in Human Resources (PHR) certification from the HR Certification Institute (HRCI) is one of the most recognized credentials for HR professionals. It’s geared toward practitioners who handle HR small business basics — things like managing employee relations, overseeing compliance with workplace laws, managing HR reporting and keeping programs running smoothly. As of early 2025, more than 65,000 people hold the PHR, a number that speaks to its long-standing popularity in the field.

The exam is administered via Pearson VUE (including online via OnVUE in many locations) and consists of 115 multiple-choice questions (90 scored and 25 unscored pretest items). Candidates have 2 hours (plus administrative time) to complete the exam.

For more details, visit HRCI’s PHR certification page and download its Certification Policies and Procedures Handbook.

How to qualify

To be eligible, you must meet one of these tiers of education and experience:

• Master’s degree or higher plus one year of HR experience
• Bachelor’s degree plus two years of HR experience
• High school diploma or equivalent plus four years of HR experience

The PHR exam costs $395, with an additional $100 application fee. The certification is valid for three years. After that, you can recertify by earning 60 HR recertification credits or retaking the exam.

Potential careers

Common roles for PHR holders include:

• HR generalist
• HR manager
• Talent acquisition specialist
• Compensation and employee benefits specialist

Senior Professional in Human Resources (SPHR)

The Senior Professional in Human Resources (SPHR), also offered by the HR Certification Institute (HRCI), builds on the PHR by shifting the focus from day-to-day operations to strategic leadership. It’s geared toward HR professionals who shape policies, align HR practices with organizational goals, and play a bigger role in decision-making and HR’s organizational structure. As of early 2025, more than 41,000 professionals held the SPHR, underscoring its significance for senior-level HR careers.

For more details, visit HRCI’s SPHR certification page and download its Certification Policies and Procedures Handbook.

How to qualify

To qualify, candidates must meet higher experience requirements than for the PHR:

• Master’s degree or higher plus four years of HR experience
• Bachelor’s degree plus five years of HR experience
• High school diploma or equivalent plus seven years of HR experience

The SPHR exam, also administered through Pearson VUE (with OnVUE online options), consists of 115 multiple-choice questions (90 scored and 25 unscored pretest items). Candidates have two hours to complete it, plus administrative time. The cost is $395 for the exam plus a $100 application fee, and certification is valid for three years.

Potential careers

Common roles for SPHR holders include:

• Senior HR manager
• HR director
• HR business partner
• Talent management leader

SHRM Certified Professional (SHRM-CP)

The Society for Human Resource Management (SHRM) offers two well-known, competency-based certifications: the SHRM-CP (Certified Professional) and the SHRM-SCP (Senior Certified Professional). The SHRM-CP is designed for HR practitioners who focus on operational-level work — things like employee relations, compliance, the hiring process and day-to-day program management.

At the end of 2023, SHRM reported 133,894 active certificants, and more recent industry estimates suggest the total number of SHRM-certified professionals (including both SHRM-CP and SHRM-SCP) is now closer to 148,000. SHRM does not break down the numbers by certification level.

For more details, visit SHRM’s SHRM-CP certification page and the SHRM Certification Handbook. 

How to qualify

Experience requirements vary depending on your education level. Candidates without a bachelor’s degree typically need three to four years of HR experience, while those with higher degrees may qualify sooner.

The four-hour exam consists of 134 multiple-choice questions, including 110 scored questions and 24 unscored field-test items. Questions are split between knowledge-based items and scenario-based situational judgment problems.

Potential careers

Common roles for SHRM-CP holders include:

• HR coordinator
• HR generalist
• Recruiter
• HR business partner 
• HR specialist

Senior SHRM Certified Professional (SHRM-SCP)

The SHRM-SCP is the advanced counterpart to the SHRM-CP and is geared toward HR leaders whose work is primarily strategic, such as setting policy, aligning HR practices with overall business goals, and driving initiatives for the whole organization.

For details, see SHRM’s SHRM-SCP certification page and the SHRM Certification Handbook. 

How to qualify

Unlike the SHRM-CP, eligibility for the SHRM-SCP requires a stronger track record. Candidates without a bachelor’s degree typically need six to seven years of HR experience, with fewer years required for those holding advanced degrees.

The exam itself mirrors the SHRM-CP in format (134 questions over about four hours), but the fees are higher: $595 for SHRM members and $695 for nonmembers at standard pricing.

Potential careers

Common roles for SHRM-SCP holders include:

• Senior HR manager
• Director of HR
• HR strategist
• Organizational development lead

Other noteworthy HR and recruiting certifications

Beyond the five certifications outlined above, several other certifications can help HR and recruiting professionals stand out:

• AIRS: This organization offers the Certified Internet Recruiter (CIR), its most recognized credential, as well as advanced options like the Advanced Certified Internet Recruiter (ACIR) and the Professional Recruiter Certification (PRC).
• Talent Management Institute (TMI): The TMI provides globally recognized certifications focused on talent management strategy and leadership.
• National Association for Health Care Recruitment (NAHCR): This group specializes in certifications for healthcare recruiters and talent acquisition professionals.
• National Association of Personnel Services (NAPS): This group is known for the Certified Personnel Consultant (CPC) and other credentials that highlight recruiting expertise.
• LinkedIn: While not formal certifications, LinkedIn Learning provides training modules and paths for recruiters, including sourcing strategies, ATS mastery, interview best practices and more. If you don’t want to commit to a full certification path, these courses can help build practical, job-ready skills.

Recertification and continuing education

Earning an HR credential isn’t a one-and-done achievement — you’ll need to renew it every few years to keep your certification active. Most programs require recertification every two to three years, and each organization has its own rules:

• ATD (CPTD/APTD): Renewal requires ongoing professional development units (PDUs) tied to talent development activities.
• HRCI (PHR/SPHR): Professionals must complete 60 HR-related continuing education credits every three years or retake the exam.
• SHRM (SHRM-CP/SHRM-SCP): Holders need 60 professional development credits over three years or must sit for the exam again.

Staying current isn’t just about keeping a credential: It ensures HR professionals stay sharp in a changing legal, workplace and talent landscape.

Benefits of HR certification

Earning a certification in HR or talent acquisition can offer advantages for both individuals and organizations.

Employee benefits

• Career commitment: HR certification provides employee dedication to their HR career, as well as their interest in staying updated with the latest trends.
• Clear signal of competence: A certification tells employers you’ve mastered core HR knowledge and keep up with changes in laws and practice.
• Career momentum: Certified pros often report faster advancement and broader responsibilities. In fact, SHRM’s 2022 HR Careers Study found that SHRM-certified professionals reported earning 14 to 15 percent more than their non-certified peers.

Employer benefits

• Hiring confidence: Certifications give employers a clear standard to identify qualified candidates.
• Staying current: Because most certifications require continuing education, certified HR pros keep up with the latest laws, analytics and workplace trends.
• Credibility with leadership: Certified HR professionals bring extra weight to recommendations on compensation packages, compliance and workforce strategy, helping HR’s voice carry more influence in company decisions.