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Guidance for Members

A Chartered Member is expected to be a technically competent and personally credible HR professional.

Assessment for chartered status is based on the HRNZ competency framework - Kahikatea, ka taea. Candidates need to provide evidence of their independent actions that match the competency descriptors. These are assessed by a panel of experienced Chartered Members of the Institute.

To view Kahikatea, ka taea click here.

When you believe you are ready to apply you can use the online application form to:

  • Submit your biographical data and employment history using the HRNZ standard CV format.
  • Provide 3 referees and agree to abide by the charter if you are successful.
  • Provide the required information on how your experience relates to the HRNZ competencies.

Click here to apply now

You can download the Word document version of the online application form here in order to prepare your thoughts and notes prior to commencing the application process. This is recommended.

Assessment Process

The following are the steps in the assessment process once you have submitted your application:

  1. HR Delivery competencies will be assessed through your written application or video.
  2. If your evidence for the HR Deliverables competency set meets the criteria, then your Organisational competencies will be assessed by a face to face or skype interview with members of the assessment panel.
  3. If your evidence for the Organisational competencies set meets the criteria, then HRNZ assessors will contact your nominated referees to validate the information you have supplied.

What is required from you Written or Video Submission

  • Read through the HRNZ competency model and determine how you will give examples of the competencies.
  • You will need to provide evidence that you are at least ‘competent’ in the four core HR Delivery sub-competencies, which are: Resourcing, Learning and Development and Performance Management, Change Management and Organisational Development and Legal Compliance and Employment Relations.
  • You must also be at least ‘competent’ in one other sub-competency and ‘developing’ in any two of the remaining sub-competencies. This group of sub-competencies consists of : HRMIS, Remuneration and Reward, Cultural Awareness and Diversity Management, Health, Safety and Wellbeing and HR Measurement and Policy Development.
  • Reflecting on your past and current HR experience, provide one brief example that demonstrates your competence in each of the required sub-competencies starting with the core competencies. Follow the prompts in the format as outlined. Having the HR competency descriptors in front of you will assist you as you proceed.
  • If you choose to make a written submission you will have a maximum of 250 words to tell your scenarios in each competency area.
  • If you choose to make a video submission, you will have a maximum of 20 minutes to tell your story (see below for video tips).
  • A typical entry will provide:
    • Overview: Describe in a few words your level of experience in this sub-competency.

    • A situation, problem, critical incident or task: Outline a specific situation in one or two sentences that relates to this sub-competency.

    • Actions: Describe what you (not your team) did that demonstrates your role and level of competence.

    • Outcome: Identify the impact on the organisation with measurable qualitative and/or quantitative results.

    • Once you’ve completed your submission upload it in PDF or MS Word format.

Additional information for Video Submissions


We suggest you spend about 2½ minutes talking about each competency. Your video must be no more than 20 minutes in length. You may choose to have this as one video or a series of smaller video clips related to each competency. However, the total time must not exceed 20 minutes.


The video needs to be in your own voice and not that of others. (Assessment will be based on the content of your examples [as specified in 1 above], not on the video being visually impressive.) Sound quality must be of a high standard. Your video should also begin with a descriptive title, including your name and HRNZ membership number.

Original content

You must provide only information that you have personally created. Wherever possible, please reference secondary artefacts (images, videos, music, sound effects, etc.) at the end.

File format

Your video must be submitted via Vimeo or Youtube, please make the video private and share the link with us in your application form.

Helpful hints to make a more effective video communication

  • Clarity - your narration is clear without any distracting background noise.
  • Subtitles - you may choose to overlay the video with subtitles. These should be in a font, style and colour that can be easily seen and make sense to what is being articulated in the video at the time.
  • Pacing - Speak at a pace that will enable others the opportunity to think about what information is being given. A pause between the articulation of sub-competencies sections on the video indicates that you are going to present a different competency in a way that on paper you would begin a new section.
  • Images – if you are showing any images, ensure you give the viewer long enough to understand why before removing from screen (be careful not to infringe copyright on images)
  • Visuals – any visuals used must align to your narration. (Remember, this is about you talking about your competencies and any visuals, other than you talking, need to be relevant.)
  • Subheadings – you may wish to use these to emphasize a new section (competency) being outlined
  • Distractors – do not try to over use the zoom in and out function or use unusual camera angles that may take away from your narration of how you meet the competencies. Audience – remember your target audience is an HRNZ Assessment Panel, please do not make it too simplistic nor skip over details about your own involvement/input by presenting an organisational or team view – avoid the use of “we” as it is “you” we need to know about.
  • Depth – provide an example that enables you to outline your competence in each sub-competency. (Note that a specific initiative or intervention might be used to demonstrate competency in different areas but the narrative needs to be explicit about how each is addressed).
  • Planning Script – before you begin to video yourself, you may want to script out your narrative related to each subcompetency to ensure it is coherent and logical. Do a practice run with someone before you video yourself.
  • Storyboard – before beginning create a storyboard of what you want to cover and how much time you need for each narrative. (We suggest 2½ minutes per competency.)