HR Associate

This level corresponds to a Grade 12 qualification (plus 2 years of further education or to the NQF registered HR Management and Practices Diploma).


By experience we mean that you have practically applied in an authentic context for the period stated in your CV. At least two years of consistent HR experience is required for this level of registration. Self-evaluationA self-evaluation (using page 7 of the application forms) may also be completed to substantiate that the applicant meets the requirements for this registration level.Make sure that your evidence is valid, authentic, current (not more than five years old) and sufficient. Use the list of possible exit level outcomes below as a guide. For each competence claimed, evidence must be supplied (for example reports, minutes, work samples, applied strategy, testimonials, a job description). Recognition of Prior Learning or RPLThe Board strongly supports and encourages life long learning and continued professional development. However, it is possible that your experience and level of functioning outweighs the academic level you have attained. Should you wish to apply for a higher level of registration than your academic qualification allows, you may submit an RPL certificate issued by a provider accredited by the Board (currently the Universities and Universities of Technology). The Board reserves the right to accept or not accept such an RPL certificate. The Board is also investigating alternate RPL procedures.


The candidate provides evidence of the following competence:

1. Adhere to legislative requirements and organisational policies and procedures in performing HR functions.
2. Co-ordinate and contribute to the management of the core processes related to human resources management and practices:· provide information for the development of policies;

• participate in the development of procedures for processes related to human resources management and practices in accordance with legislative requirements;
• acquisition, development and utilisation of people in an organization;· contribute to the establishment and improvement of labour and employee relations (including contributing to employee assistance and wellness programmes);
• contribute to the establishment, maintenance and utilisation of an information system related to human resources management and practices (including compensation).

3. Co-ordinate some of the human resources management processes and practices at operational level.
4. Promote best human resources management practices in an organization.
5. Contribute to the monitoring of Health and Safety at the workplace.
6. Identify strengths and areas for improvement in own learning through self-reflection and reflection on organizational human resources management and practices.