Demystifying Professional Accreditation: Emerging Professional accreditation

In this article, the first in our Demystifying Professional Accreditation series, we’ll focus on our Emerging Professional (EP) accreditation, the perfect step to take in your career journey if you’re looking to demonstrate your commitment to becoming a leading HR professional.

HRNZ’s Emerging Professional Member accreditation is the accreditation for early career HR professionals.

Nick McKissack, HRNZ’s CEO and one of the assessors of our Emerging Professional applications, shares with us tips and tricks for new applicants, what the accreditation has helped do for professionals early in their HR journeys, what he looks for in applications, as well as common misconceptions about the EP accreditation.

WHO IS THIS ACCREDITATION FOR?

Our EP accreditation is perfect for HR professionals in the early stages of their careers who are looking to demonstrate their commitment to developing a high standard of HR practice, and their capability to operate in the unique environment here in Aotearoa New Zealand. HR practitioners who have been working in HR for more than 18 months, either in a generalist or specialist role, like a recruitment coordinator or advisor, benefit most from the recognition of their skills and experience from a professional membership body. More seasoned HR practitioners can also apply for EP accreditation or can look into our Chartered Member accreditation.

WHAT DO I NEED TO HAVE DONE IN MY CAREER SO FAR TO BE SUCCESSFUL IF I DO APPLY FOR EMERGING PROFESSIONAL ACCREDITATION?

We assess against specific criteria, which include being able to demonstrate all core capabilities of The Path at the ‘Delivers’ level as a minimum. You also need to have experience working in at least two Domains of Knowledge, one of which must be in:

• Diversity, Equity and Inclusion

• Employment Relations

• Health, Safety and Wellbeing

• Attraction, Recruitment and Selection

• Remuneration and Rewards

• Learning and Development

• HR Administration.

Head to the website if you’re not familiar with the terminology of The Path. Generally speaking, most people with at least 18 months of experience in an HR role will be able to demonstrate the criteria above.

WHERE HAVE THESE CRITERIA COME FROM?

The Path has been a massive undertaking over the past two years involving hundreds of HR professionals, CEOs, board directors and other experienced professionals who have helped us identify what great HR practice looks like and the skills needed for tomorrow’s HR leaders. The framework is now being used by organisations all over Aotearoa; some even use it for their remuneration benchmarking. So being aligned with the framework as a professional is an excellent step in your career.

WHAT ELSE ARE YOU LOOKING FOR WHEN ASSESSING AN EMERGING PROFESSIONAL APPLICATION?

We are looking for someone with good foundational experience in HR and a passion for the profession and their development. It’s also crucial that our future leaders in HR have a good understanding of the role of bicultural HR practice, which means EP applicants need to be able to show how they’re applying core principles of bicultural practice like manaakitanga (uplifting others through care and support) and whanaungatanga (developing authentic relationships) to their everyday HR work.

In addition, because HR is an ever-changing field, we’re looking for people to have made a commitment early in their career to good habits around continually improving and updating their knowledge.

ANY TIPS OR ADVICE FOR POTENTIAL APPLICANTS?

Look into the EP accreditation process now. Even if you’re not quite ready to apply, it’s never too early to start on a path to accreditation. Our new capability framework, The Path, provides clear guidance on what practitioners can expect to be doing at each stage of their careers. These tools can help you identify specific areas of development you can embed in your professional development plan with your mentor or manager.

WHAT IF I HAVE MORE THAN 18 MONTHS OF EXPERIENCE, BUT THE SELF-ASSESSMENT SAYS I’M NOT QUITE READY TO APPLY FOR CHARTERED MEMBERSHIP?

We’re currently working on a solution for this – watch this space. In the meantime, you can create a plan to get yourself on a path for Chartered Membership.

IN YOUR VIEW, WHAT ARE COMMON MISCONCEPTIONS ABOUT EP ACCREDITATION?

That it’s only for early career professionals. If you’re not quite ready to apply for Chartered Membership, Emerging Professional is a great place to start. We’re working on a solution for mid-career professionals between EP accreditation and Chartered Membership, so stay tuned.

Another misconception is that it’s only for HR generalists. The Path has been built to recognise generalist and specialist practitioners, so regardless of where you are in an HR team or HR-adjacent role, there’s a place for you in our development pathway.

WHAT DOES EP ACCREDITATION GIVE YOU, AND WHY SHOULD I APPLY?

Simply put, EP accreditation gives you professional recognition and starts you on your journey as one of our accredited members alongside our Chartered Members, Chartered Fellows and Distinguished Fellows. Accreditation provides a simple way of communicating your skills and abilities to others (including non-HR people).

Criteria for our EP accreditation represent the foundational building blocks for great HR leaders. The assessment criteria are fully transparent, so those that achieve the EP accreditation can show these criteria to current or potential employers to demonstrate the level they are capable of working at. It also shows your commitment to the professionalism of HR as a discipline, which can be a great talking point, especially early on in your career.