Human Resources Professional Competency Certification
The first European psychometric certification that evaluates the real scope of the people function: talent management, evidence-based selection, people analytics, labour relations and ethics in people management. No prior course required. EQF 5–7 credential and Europass included.
The European benchmark that the HR profession didn't have
HR takes decisions that affect every person's career in an organisation. Yet it remains one of the least formally accredited functions in Europe: no psychometric, European standard existed to demonstrate at what level you actually operate. EASEC-HRC closes that gap — with no prior course required.
Strategic Talent Management
Designing and executing talent strategies aligned to organisational priorities.
Evidence-Based Selection & Assessment
Applying psychometric and structured methods to reduce bias in hiring and evaluation.
Organisational Development
Diagnosing and designing structural and cultural change that improves performance.
Labour Relations & Compensation
Managing employment conditions, transparent pay frameworks, and employee experience.
People Analytics
Interpreting workforce data to support evidence-based HR decisions and reporting.
Ethical AI in People Management
Applying AI tools responsibly in HR workflows with accountability and bias awareness.
Where does your HR judgement stand across these 7 dimensions — beyond your job title?
See how the assessment worksThe full scope of the people function
Seven dimensions assessed across 52 items — the broadest instrument in the EASEC portfolio, built to match the genuine breadth of modern HR practice.
Strategic Talent Management
How you connect talent to the organisation's strategy. This dimension evaluates your capacity to identify critical roles and capabilities, design succession and mobility frameworks, and make talent decisions that are explicitly tied to business objectives — not just operational headcount planning.
Evidence-Based Selection & Assessment
How you make decisions about people using methods that actually work. This dimension assesses your ability to design and apply structured selection processes — psychometric tools, structured interviews, and assessment centres — with a clear understanding of predictive validity, bias reduction, and legal compliance under European frameworks.
Organisational Development & Learning
How you grow the organisation's capacity to perform. This dimension evaluates your ability to diagnose capability gaps, commission learning interventions with measurable transfer to the role, and design structural or cultural changes that improve collective performance — not just individual training plans.
Labour Relations & Organisational Culture
How you manage the collective framework and the real culture of the team. This dimension assesses your ability to navigate employment law, works council relationships, and collective agreements — while simultaneously shaping an organisational culture that reflects stated values rather than just policy documents.
Compensation, Wellbeing & Employee Experience
How you design the value proposition for people. This dimension evaluates your capacity to build total reward frameworks that are equitable, legally compliant, and motivationally effective — alongside wellbeing and employee experience programmes that address real determinants of engagement, not surface-level perks.
People Analytics & HR Technology
How you use data and technology to make better decisions. This dimension assesses your ability to interpret workforce data, commission and read people analytics reports, and select HR technology that genuinely serves the function — while maintaining GDPR compliance and data governance standards required by the EU Data Act.
Ethics, Diversity & Inclusion in HR
How you protect people in every decision the function makes. This dimension evaluates your capacity to identify and mitigate bias in HR processes, design inclusive policies that go beyond compliance, and apply an ethical framework to AI-assisted HR decisions — recognising that every HR choice carries accountability for fairness.
52 scenarios from the real work of HR
Respond
52 situational judgement items covering the full scope of the HR function. Completed online, with no prior course or preparation required.
52 items
Scenarios
75–90 min
Est. time
Receive your profile
Automated scoring against EQF reference levels using Item Response Theory. A detailed report dimension by dimension, at 5 proficiency levels — from Foundation to Expert. Useful for coaching and career planning.
Get certified
Verifiable credentials shareable directly on LinkedIn. Valid for 3 years, issued through cert.easec.eu.
No prior course required · No pass / fail threshold. The result is a detailed competency profile useful for professional development, coaching, and career planning — not a certificate of attendance.
That's it. No course, no prerequisites —
just your HR practice in real scenarios.
Aligned with CIPD and SHRM. Calibrated to European regulation.
SHRM
Knowledge framework — broad HR competency model
Requires course completion
No EQF · No Europass
CIPD
Profession Map — strong L&D and people practice coverage
Requires course completion
No EQF · No Europass
EASEC-HRC
Psychometric assessment — no course required
EQF 5–7 — Europass Digital Credential
Calibrated to EU regulation — GDPR, Data Act, Directive 2019/1152
SHRM is anchored in the United States. CIPD, in the United Kingdom. Both require completing a course. EASEC-HRC is a psychometric assessment with no mandatory course, aligned to the EQF, compatible with Europass, and calibrated to European regulation. It does not replace either of them — it complements them.
Many professionals end up holding all three.
HR competence at European professional level — verifiable before boards, management committees, and international organisations — with a detailed profile that is also a genuine tool for your own development.
Benchmarking your HR function?
Certify your entire HR team under one group licence and give your board objective, EQF-aligned evidence of people capability — comparable across roles and countries.
Questions HR professionals ask most.
SHRM is US-centric; CIPD is UK-centric. Both require course completion. EASEC-HRC is a European psychometric assessment — no course required, EQF-aligned, Europass-compatible, and calibrated to EU regulatory frameworks including GDPR, the EU Data Act, and Directive 2019/1152. For HR professionals working in European contexts or seeking EU institutional recognition, EASEC offers what SHRM and CIPD cannot. Many professionals end up holding all three.
Yes — and deliberately so. HR professional competency spans an unusually wide scope, from legal compliance and labour relations to organisational psychology and data analytics. The 52-item architecture allows reliable discrimination across all 7 dimensions without sacrificing psychometric precision. Estimated completion time is 75–90 minutes, with a detailed dimension-by-dimension profile as output.
The credential demonstrates European professional-level HR competency to boards, executive teams, and international organisations — the audiences that evaluate HR leaders on institutional signals. It also generates a detailed profile useful for coaching and professional development planning, making it a strategic tool for senior HR career management.
There is no pass or fail threshold. You receive your full profile at the level your responses demonstrate, with dimension-by-dimension feedback at 5 EQF-aligned proficiency levels — from Foundation to Expert. The instrument reveals your current practice accurately; it does not filter you out.
An Open Badge 3.0 and a Europass Digital Credential — both digitally signed, shareable directly on LinkedIn, and verifiable by any institution or compliance officer. Valid for 3 years, issued through cert.easec.eu/certificates/verify.
Yes — and particularly so. SHRM and CIPD demonstrate professional knowledge within their respective frameworks. EASEC-HRC adds the EQF-aligned psychometric evidence and Europass Digital Credential that neither produces, making your profile legible to European institutions, procurement processes, and cross-border HR contexts where EQF levels carry regulatory weight.
EASEC-HRC is explicitly calibrated to the regulatory frameworks that govern HR practice in Europe: GDPR and the EU Data Act for people data, and Directive 2019/1152 for transparent working conditions. This means the instrument assesses competencies that are not just professionally relevant but legally required in EU organisational contexts — a dimension that SHRM and CIPD do not address directly.
EASEC-HRC is designed for practising HR professionals — HR managers, HR Business Partners, talent directors, and People & Culture leaders — rather than for entry-level or generalist roles. The EQF 5–7 range reflects mid-to-senior practice, making it most relevant for professionals who are already operating across the full scope of the HR function and who need a credential that reflects that breadth.
The European credential that the people function deserved.
Assess your HR practice in real scenarios and obtain the profile that boards and management teams can read and verify.
Start my assessmentBenchmarking your HR team?
Group licensing for organisations — objective, EQF-aligned evidence of HR capability.
For companies