BY PHIL WILSON, SHRP
THE SHRP VALUE PROPOSITION
Meet Lara—an HR Director at a major
Canadian telecom company.
Lara is a career-focused senior HR
leader who is seriously considering
earning the Senior Human Resources
Professional (SHRP) designation. But,
she has some questions around what
the designation will provide in terms
of advancement, recognition, career
development and networks.
She’s thinking: Is applying for the
SHRP worth it? Would I be better off
earning an MBA? Do any other HR
leaders around me have the SHRP?
How have they beneﬁted? Do non-HR
executives recognize it? Will it take
me where I want to go in my career?
Lara is a ﬁctional character that
was ﬂeshed out by a small group
of SHRPs at an HRPA focus group
held early this summer to discuss
how the designation has impacted
their careers and make recommendations around building an SHRP value
proposition for would-be Senior HR
HRPA introduced the SHRP designation in 2009 as an evidence-based
designation for senior HR executives
who demonstrate six key senior-level
attributes: trusted advisor, strategic
orientation, breadth of knowledge,
the ability to build HR strategy that
aligns to business and signiﬁcant
impact and inﬂuence across their
organizations. It was rolled out to
engage senior members and provide
them with a senior level network to
Members of a Seniors Human Resources Professional (SHRP) focus group discuss the designation with
HRPA CEO Bill Greenhalgh.
share ideas and challenges facing HR
leaders at the executive level.
To date, about 150 members have
gone through the application and
vetting process to earn the designation and include senior HR executives
at public and private organizations
across the province.
H R PROM AG .C OM S E P T E M B E R 2 0 1 3
Table of Contents for the Digital Edition of HR Professional - September 2013