A one-page SPHR reference: exam facts plus the five weighted functional areas you must know. Use it for final review. Confirm all current details on the HRCI certification page.
Exam facts
| Item | Detail |
|---|---|
| Questions | 140 total; 115 scored (mostly multiple-choice) + 25 unscored pretest |
| Time | ~2 hours 30 minutes exam (plus ~30 minutes administration) |
| Pass mark | Not published; reported as a scaled score |
| Cost | ~US$495 exam + US$100 non-refundable application (~US$595 total, approximate) |
| Eligibility | Senior HR experience: 4 yrs + master’s, OR 5 yrs + bachelor’s, OR 7 yrs + less than a bachelor’s |
| Validity | 3 years (60 recertification credits to renew - 45 HR + 15 Business - or retake) |
| Delivery | Pearson VUE test centre or online via OnVUE |
Five functional areas (by weight)
| Functional area | Weight |
|---|---|
| Leadership and Strategy | 33% |
| Talent Management | 23% |
| Workforce Planning and Talent Acquisition | 17% |
| Total Rewards | 17% |
| HR Information Management, Safety, and Security | 10% |
What each covers
- Leadership and Strategy (33%) - HR strategy, organisational strategy, risk, business metrics and analytics, change leadership, stakeholder influence, US federal law applied to strategy.
- Talent Management (23%) - development, succession, performance management, engagement and retention, leadership development, labour strategy, offboarding.
- Workforce Planning and Talent Acquisition (17%) - forecasting talent needs, recruitment strategy, employer branding, onboarding and integration.
- Total Rewards (17%) - rewards philosophy, compensation and benefit strategy, recognition programmes.
- HR Information Management, Safety, and Security (10%) - HR systems and data strategy, workplace safety, information and workplace security.
SPHR vs PHR in one line
The SPHR is strategic and policy-level (largest area: Leadership and Strategy, 33%); the PHR is operational and technical (largest domain: Employee and Labor Relations). The SPHR also needs more senior HR experience to qualify.
Common traps
- Spreading time evenly instead of front-loading Leadership and Strategy (33%) and Talent Management (23%).
- Preparing for it like the PHR - the SPHR is strategic, not day-to-day operational.
- Assuming a generalist can sit it - HRCI requires senior, professional-level HR experience.
- Answering at a practitioner level when the question wants the strategic, organisation-wide choice.