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Important:  If you fall into one of the following categories: non-exempt under FLSA, a human resources consultant, currently are unemployed, or employed under an non-traditional HR title/role (outside of an HR department), please refer to the corresponding section listed below for further instructions (individual situations will be considered on a case by case basis).    Please be advised, human resources should be the primary focus of your position.

Non-exempt under the FLSA:

If your position is non-exempt under the FLSA, but you feel the classification does not reflect your HR role, please include a narrative with your application that explains:

  1. Whether you manage, direct, or lead when executing your HR roles/tasks.
  2. How your HR Department is organized (centralized or decentralized).
  3. The reasons why your position is non-exempt.

The applicant’s narrative must be verified by their job description, official organizational documentation, or their supervisor.  

The applicant will be considered for FLSA exemptions on a case by case basis. 

Human Resource Consultant:

Human Resource Consultants who represent HR clients by performing an HR role/task may apply for certification if they can meet the prerequisites and can document their HR client workload in lieu of a supervisor's declaration (if self-employed).  

The applicant will be considered on a case by case basis. 

Currently Unemployed:

Unemployed Human Resource professionals can apply for certification based on their previous employment if separation and job description documents can be provided in lieu of the supervisor's declaration.  

The applicant will be considered on a case by case basis. 

Non-Traditional HR Title/Role:

The typical IPMA-SCP Certification applicant is a member of a Human Resources Department.  If you maintain a non-traditional HR title/role (a position which does not typically include HR related duties or is not part of the HR Department/Team), you must demonstrate you fulfill an HR role in your agency. 

The Human Resource (HR) department oversees employment-related functions, such as recruitment, payroll, compensation management, onboarding, performance management, and exit interviews. It ensures compliance with employment laws and regulations such as Equal Employment Opportunity Act, Whistleblower Protection Act, Labor Law, and Family and Medical Leave Act.

Human Resources departments can be organized:

Centralized operations usually have specialists for benefits, policies and hiring working in a human resources department managing all activities for the organization.  Decentralized HR professionals usually oversee all aspects of human resource management -- Activities are more spread out in a decentralized system, as each departmental manager oversees its own HR processes while working closely with the human resource department.

Some positions have roles that perform HR related duties through a purely supervisory role (these such positions are not eligible for certification).  Because you have a non-traditional HR title, please let us know:

  1. How is your job connected with the HR Department?
  2. Are you a member of the HR Department Team?
  3. Is your HR Department centralized or decentralized?
  4. What are your specific HR duties?
  5. What percentage of your job is HR?

To be eligible for the IPMA-SCP certification through a non-traditional HR title/role:

  1. Your position must have a documented job connection with the Human Resource Department.
  2. This connection must be verified by your job description or your direct supervisor.
  3. You must indicate whether your HR Department is centralized or decentralized.  If not decentralized please make sure to explain your connection thoroughly.
  4. You must document your specific HR roles/duties that are not purely supervisory (having or relating to the role of observing and directing an activity or a person) in nature.
  5. Please be advised, human resources should be the primary focus of your position.
  6. Therefore, your position must be at least 50% HR and that 50% must be taken in account when calculating your years of HR experience.

Each applicant is unique and applies with their own education and employment experience.  One approved applicant with the same work title is not a guarantee that someone else with the same work title will be approved.  We must take in account the individual’s education/experience mix which may be different for each person. 

Therefore, applicants who possess non-traditional roles/titles will be considered on a case by case basis.