A one-page PHR reference: exam facts plus the HR knowledge you must know. Use it for final review. Confirm all current details on the HRCI certification page.
Exam facts
| Item | Detail |
|---|---|
| Questions | 115 (90 scored + 25 pretest) |
| Time | 2 hours, at Pearson VUE |
| Pass mark | Not published (scaled score) |
| Cost | ~US$395 exam + US$100 application (approximate) |
| Eligibility | HR experience required (1 yr + master’s / 2 yrs + bachelor’s / 4 yrs no degree) |
| Validity | 3 years (60 recertification credits to renew) |
The five domains (HRCI)
- Employee and Labor Relations (39%) - relations, performance, discipline, US labor law.
- Business Management (20%) - HR’s role, compliance, risk, ethics, metrics.
- Talent Planning and Acquisition (16%) - workforce planning, sourcing, recruiting, onboarding.
- Total Rewards (15%) - compensation, benefits, pay compliance.
- Learning and Development (10%) - training, development, performance support.
PHR vs SHRM-CP (know the difference)
- PHR (HRCI) - requires HR experience; technical and operational; strong US employment-law base.
- SHRM-CP (SHRM) - no experience requirement; emphasises behavioural competencies and situational judgement.
- Pick by your experience and which credential your target employers ask for.
Core areas to know
- US labor and employment law - underpins the largest domain.
- Employee relations - engagement, performance management, discipline.
- Compliance and risk - HR’s duty to keep the organisation compliant.
- Total rewards - how compensation and benefits structures work.
- HR metrics - measuring HR’s contribution to the business.
Common traps
- Spreading time evenly instead of front-loading Employee and Labor Relations (39%).
- Preparing as if it were the behavioural SHRM-CP rather than an operational exam.
- Assuming no experience is needed - HRCI requires HR experience to qualify.