HR Professional Framework

The HR Professional Framework will help you identify where you are in relation to the roles. The purpose of the framework is to help you think about the direction you would like to take as you pursue a career within the HR profession. It can be a useful reference in building your Individual Development Plan (IDP) with your manager, coach or mentor. The HRM Competency Model features 24 general competencies, categorized into three HR Professional Roles, plus the Leader Role. To review the HRM Competency Model, click here.

Graphic. A three by three matrix. The top row has strategic apprentice, strategic practitioner, and strategic expert from left to right. The middle row has advisor apprentice, advisor practitioner, and advisor expert left to right while the bottom row has: technical apprentice, technical practitioner, technical expert left to right. An arrow pointing up on the left of the matrix is labeled strategic ability, while an arrow also pointing up on the right of the matrix is labeled leadership / management. An arrow pointing to the right located above the matrix is also labeled leadership / management. An arrow pointing to the right below the matrix is labeled technical ability.

Select each specific role in the framework to learn more about it.

HR Professional - Where Will Your Career Take You?

Role	Description	Competencies Required
Technical Apprentice	Has a novice level of technical and strategic ability. The HR career path is very open for the Technical Apprentice, looking to gain new skills and advance his or her career. Is likely new to the HR profession and/or the Federal Government.	The thirteen critical general competencies in this role are: Attention to Detail Customer Service Information Management Integrity / Honesty Interpersonal Skills Legal, Government, and Jurisprudence Oral Communication Reading Self-Management Stress Tolerance Teamwork Technical Competence Writing
Technical Practitioner	Has a moderate level of technical ability and a limited familiarity with strategic HR operations. The Technical Practitioner can grow both strategically and technically to become a potentially effective advisor to upper management.
Technical Expert	Has a high level of technical ability and a limited familiarity with strategic HR operations. As the Technical Expert becomes more familiar with strategic approaches to HR, he or she will likely serve as a great subject matter advisor to upper management. The Technical Expert is likely to be an effective HR leader in an operational or policy setting.
Advisor Apprentice	Has a moderate level of strategic ability and only a limited familiarity with technical HR operations. Is likely in the beginning stages of a career as an HR leader. The Advisor Apprentice's skills would be enhanced through partnering with and learning from experts in both technical and strategic HR operations.	The seven critical general competencies in this role are: Creative Thinking Client Engagement / Change Management Decision Making Flexibility Influencing/Negotiating Project Management Reasoning
Advisor Practitioner	Has a moderate level of both strategic and technical HR ability. The Advisor Practitioner would serve as an effective advisor for experienced HR leaders.
Advisor Expert	Has a high level of technical ability and a moderate familiarity with strategic HR operations. Serves as an excellent advisor to experienced and novice HR leaders. With a little more strategic training, the Advisory Expert can likely be an effective HR leader.
Strategic Apprentice	Has a high level of strategic ability and only a limited familiarity with technical HR operations. Whereas the Strategic Planner will likely be an effective HR leader, he or she would benefit from partnering with an employee in the "Advisor Expert" role.	The ten critical general competencies in this role are: Client Engagement/Change Management Decision Making Flexibility Influencing/Negotiating Organizational Awareness Planning and Evaluating Problem Solving Project Management Reasoning Workforce Planning
Strategic Practitioner	Has a high level of strategic ability and a moderate familiarity with technical HR operations. The Strategic Practitioner's well rounded experience will allow him or her to be effective in most HR leadership roles.
Strategic Expert	Has a high level of both technical and strategic HR ability. The Strategic Expert would be very effective in the senior leadership ranks in any HR organization.

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