SHRM Certification: Is It Worth It? Insights from Real HR Leaders
Regroup onsite at SHRM Annual Conference
Introduction: The HR Credential Conundrum
Today’s HR professionals are juggling complex demands. From leading hybrid teams and advancing DEI to staying current on evolving labor laws, the pressure to demonstrate credibility and competence is real.
Certification is one way to show you're serious.
SHRM-CP, SHRM-SCP, PHR, SPHR—these acronyms promise to validate your expertise. But are they worth the time, cost, and stress?
To find out, we talked with three HR professionals who’ve earned their certifications. Their stories reveal more than a yes or no. They show the real impact of having those letters after your name.
Why Get Certified? Personal Motivations
Crystal Nichols, Sr. HR Partner, started in payroll. Early on, she noticed that people took her more seriously when she pursued formal learning. Even before her company would sponsor it, she paid out of pocket to earn her first certifications.
“I value certifications. I think they give you some credibility. But I also learned early on that having a certification doesn't mean you know any more than anyone sitting next to you. My credibility comes from how I show up, what I know, and how I perform every day.” – Crystal
Stephanie Meloy, HR Business Partner, came to HR through a less traditional route. She started in construction, moved into staffing, and eventually transitioned into corporate HR while earning her master’s degree in Human Resources Management and Services from University of Southern California. With her experience in staffing and recruitment, she knew a SHRM certification would help her stand out in a crowded field.
“I didn't want just the master’s. I wanted the certification too, so no one could say I wasn’t qualified to be an HR business partner or anything else I may pursue.
It was useful to get my master's first, because then the content wasn't all new. But just because I had my master’s didn’t mean the certification was a walk in the park. I still had to study and spend many, many hours preparing.” – Stephanie
Emily Ruelle, Sr. Staff People Partner Program Manager, earned her certification while working as a solo HR practitioner at a community bank. She needed to build programs, process payroll, and implement benefits—all without an internal team. Getting the certification felt necessary to succeed in her role. It became her crash course and a critical source of support.
“My boss encouraged me to get certified, and I needed it. I didn't have people to ask for help. It was just me. So I had to figure things out fast, like how to correctly process payroll or how to implement an engaging program to encourage folks to participate in our retirement program.” – Emily
The Real Impact: Career, Confidence, and Community
All three leaders say certification had a meaningful impact.
Credibility
Crystal noted that doors opened for her after she became certified. Hiring managers and leadership viewed her as more credible. More than that, the process helped clarify her strengths.
“I recognized that getting a certification gave me more credibility, along with my degrees and my experience. It was a way for me to signal to leadership that I was serious about being an HR generalist.” – Crystal
Confidence and Retention
Stephanie still uses the handwritten notes she took while studying.
“Especially when I join a new company, I’ll refer back to them to refresh myself on all the different things that HR touches and how to approach them.” – Stephanie
Continued Learning
For Emily, certification created a habit of staying current and continuing to learn.
"Recertification keeps me accountable. I go to HR tech conferences, employment law seminars, and the certification is a sort of forcing function to stay up to date" – Emily
Community
Each person mentioned how helpful it was to connect with others. From local SHRM chapters to online study groups, certification offered more than content—it offered belonging. The certification helped them feel part of a shared professional journey.
The Tradeoff: Time, Cost, and Stress
It’s not all upside. Each of the professionals we spoke to mentioned the same three challenges: time, cost, and stress.
Time
Studying takes hours. Stephanie used flashcards and took practice tests in every spare moment. Emily blocked time during her lunch breaks and studied with a partner to stay on track.
"I spent a lot of time after work and on weekends getting ready. You have to be serious about it.” - Stephanie
Cost
Certification isn’t cheap. Crystal paid out of pocket at first. Emily used company support. Either way, it’s an investment. Stephanie noted that the value you get out of it pays for itself. Her advice is to dedicate time to passing the exam on the first pass to save money on having to retake it.
Stress
Even with experience, the test requires prep. However, Crystal encourages others not to overthink it.
"It’s easier than you think. Don’t get in your own way. You know more than you think. Just go for it." – Crystal
So, is it worth it? They say yes but only with clear expectations. Certification won’t automatically get you promoted, but it can change how you're perceived and how you see yourself.
SHRM vs HRCI: Which One Is Right for You?
While this article focuses on SHRM, some participants have also earned certifications from HRCI. Crystal first pursued her PHR before moving on to SHRM-SCP. Emily maintains both.
So what’s the difference?
HRCI provides a strong global and strategic perspective, whereas SHRM focuses on behavioral competencies and practical application. Together, they offer a comprehensive advantage in any HR position.
In short:
| Feature | SHRM | HRCI |
| Focus | Behavioral competencies & applied knowledge (behavioral and technical competencies) | Knowledge-based HR practices and U.S. compliance |
| Popular Certification for Mid-Level | SHRM-CP | PHR |
| Popular Certification for Senior-Level | SHRM-SCP | SPHR |
| Global Recognition | More globally applicable | More U.S. focused, especially around compliance |
| Exam Style | Scenario-based questions testing decision-making and judgement | More direct questions on factual knowledge, law and best practices |
| Best For | Demonstrating strategic HR leadership, soft skills, and global HR | Demonstrating technical expertise, especially in U.S. compliance and labor law |
Looking Ahead: What’s Next for Certifications
Certifications aren’t static. Crystal praised SHRM for evolving its content to stay current with the changing workplace, particularly in areas like DEI, remote work, and legislation. Stephanie uses SHRM resources, including webinars and podcasts, to stay current.
Emily pointed to one area where SHRM could go further: artificial intelligence. Her company is already experimenting with AI-powered tools, and she’d love to see more of that reflected in future SHRM materials.
“It's a really ripe opportunity. We have to augment human support to scale HR because we are not revenue generating and we're not going to get the headcount like revenue generating teams will. So we have to augment our support to scale. SHRM started that content, but it'd be nice to see more of that” – Emily
As HR evolves, certification bodies need to evolve too—supporting leaders in the future of work, not just the present.
Final Advice from the Field
So, should you get certified? According to Crystal, Stephanie, and Emily: yes, but do it with eyes open.
Know your reason
Understand your learning style
Build a study plan that fits your life
Don’t expect magic, but expect growth
Don’t wait for your company to sponsor you
Conclusion: Certification as a Catalyst
A SHRM certification won’t make you great at HR - but it can help you prove that you already are. It can boost your confidence, open doors, and connect you with a broader professional community.
If you’re looking to grow in your HR career, those letters might be the edge you need to take the next step.
At Regroup, we don’t focus on test prep. We focus on what comes next.
We partner with HR leaders who are shaping the future of work—building strong cultures, developing better managers, and aligning people strategies with business goals. Whether you’re newly certified or just rethinking what great HR can look like, we’re here to help you lead with clarity, confidence, and impact.
Ready to explore what’s possible? Let’s talk.
