HR Registered Apprenticeship Program Design - Design overview - HR RAP

Aug 29, 2026

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HR Registered Apprenticeship Program (HR RAP) design is a structured talent development solution for employers seeking a reliable approach to onboarding or upskilling HR specialists. It outlines paid apprentice employment, on-the-job learning paired with related technical instruction, and competency expectations grounded in SHRM Body of Competency and Knowledge and O*NET. The program targets completion in 18–24 months and includes 144 hours of core education plus employer-assigned specialization courses. Delivery may be virtual or in person, with SHRM-led core instruction and non-credit coursework, while employers can adjust content to fit role needs.

LanguageEnglish

CategoryResearch & Report

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Pages2

Reading Time5 min

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HR Registered Apprenticeship Program Design - Overview

Core requirements for employers and apprentices

Program structure and duration

Specialization and behavioral competencies

Education and technical instruction hours

Core courses (144 hours)

As-Assigned courses

Course availability and credit status

LEARN MORE AT [HRApprentice.org](HRApprentice.org) HR Registered Apprenticeship Program Design The SHRM Foundation’s Human Resource Registered Apprenticeship Program (HR RAP) provides employers with a proven talent development solution for onboarding or upskilling HR Specialists. It also provides apprentices with a cost-effective and efficient point of entry into a well-developed career pathway in HR. Like all registered apprenticeship programs, the HR RAP requires employers to provide apprentices with: PAID EMPLOYMENT Employers have control over the selection of who becomes an apprentice. The SHRM Foundation may assist in finding possible apprentices by identifying local workforce agencies and other community-based organizations that may be sources of talent. The apprentice will be an employee (part-or full-time) and will be eligible for merit-based wage increases over the term of the program. ON-THE-JOB LEARNING EXPERIENCES The employer agrees to provide the apprentice with on-the-job learning (OJL) coupled with the necessary coursework (related technical instruction) that leads to satisfactory understanding and performance of the position’s technical competencies. Apprentices will be expected to: • Understand and apply human resource policies, procedures, laws, standards or regulations • Acquire knowledge of the hiring process and hiring-related paperwork • Assist leadership in addressing employee relations issues • Maintain and update HR documents • Conduct background research and provide information, and/or confer with management on business strategies, practices, or policies and/or projects • Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs • Maintain HR-related data in HR information systems or databases; prepare operational reports as needed and inform individuals or internal divisions/organizations of status and/or findings The apprenticeship program is based on the SHRM Body of Competency and Knowledge and the O*NET description of the occupation HR Specialist and has been approved by the Department of Labor.1 , 2 The program allows for some flexibility in the content so as to best fit the needs of the employer and to take into account the apprentice’s previous experience. Modifications to the program can be explored on an individual employer basis. The SHRM Foundation expects it will take the apprentice between 18 and 24 months to complete the program; this may vary depending on the apprentice’s previous learning and work experiences and the employer’s requirements. In addition to the foundational competencies of the HR Specialist, employers may include other areas of specialization in the apprentice’s training. These areas may include benefits, employee relations, HR information systems, recruiting, risk management, and training and development. Apprentices will also be expected to demonstrate a variety of behavioral competencies, many of which are considered employability skills, that should be addressed in both the related technical instruction and through the OJL with the help of the supervisor and mentor. [ 1 ] The SHRM BoCK is based on extensive global research that included employers, academics and practicing HR professionals at all levels. It defines the standards for knowledge, strategies and competencies required of HR professionals around the world. [ 2 ] O*NET/SOC Code-13-1071.00 LEARN MORE AT [HRApprentice.org](HRApprentice.org) HR Registered Apprenticeship Program Design EDUCATION Included in the apprenticeship is 144 hours of required technical instruction aligned with the outlined competencies. This instruction can be delivered virtually or in person. The coursework is divided into two segments: Core and As-Assigned. CORE COURSES Cover topics for which all apprentices must demonstrate competency. An employer may determine that the apprentice already has sufficient knowledge in some of these areas,

FAQs

What is the purpose of the HR Registered Apprenticeship Program (HR RAP)?

HR RAP provides employers with a proven talent development solution for onboarding or upskilling HR specialists, while offering apprentices a cost-effective entry into a structured HR career pathway.

What must employers provide for apprentices in the HR RAP?

Employers must provide paid employment and on-the-job learning experiences supported by necessary coursework aligned to the technical competencies of the HR specialist role.

How is the educational portion of the HR RAP organized and delivered?

The program includes 144 hours of required technical instruction aligned to outlined competencies, delivered virtually or in person. Coursework is divided into Core and As-Assigned segments, with Core courses covered by SHRM and As-Assigned courses varying by employer needs.

Aug 29, 2026

Uploaded by Anda