Large Employers to Require Certified HR Professional from July 2028

Key Takeaways

• Organisations in Singapore with more than 200 employees will need at least one IHRP Certified Professional on staff, with the requirement taking effect from July 2028.
• The Tripartite Workgroup on Human Capital Capability Development (TWG-HC) released its report on 24 September 2026 with five recommendations.
• The recommendations aim to benefit more than two million workers, support at least 2,000 enterprises and build the capabilities of 20,000 HR professionals and people leaders.
• A new People-centred AI Transformation for HR (PATH) initiative will offer AI Starter Kits and 12 new IHRP AI Fluency Skills Badges for employers and HR practitioners.
• SMEs without in-house strategic HR expertise will get flexible access to experienced HR leaders through a part-time, embedded matching pilot by IHRP and co:grow.
• The Singapore Opportunity Index (SOI), established in October 2025, will serve as a national benchmark for opportunities employers create.

What Does the Certified HR Professional Requirement Involve?

How should organisations with over 200 staff prepare for the HR certification mandate beginning 1 July 2028? In this guide, we explain what the new rules say and what preparation support is available to employers.

Singapore has approved the five policy proposals from the Ministry of Manpower-led TWG-HC, giving the July 2028 deadline a formal compliance timeline. The group tabled its findings on 24 September 2026 during the IHRP People Behind People Forum 2026.

From 1 July 2028, every organisation in Singapore with more than 200 staff must have at least one suitable HR practitioner. That person must hold the IHRP Certified Professional (IHRP-CP) credential or higher. Equivalent qualifications from recognised bodies can also meet the obligation if the holder fulfils the stipulated bridging criteria. Employers should check IHRP's latest published guidance to confirm how the 200-staff threshold is calculated and which equivalents qualify.

To prepare, large employers should:

• verify current HR team credentials against the IHRP-CP benchmark;
• determine which equivalent certifications qualify and what bridging steps apply; and
• arrange hiring or training so the required professional is in place before July 2028.

The rule establishes one baseline of HR practice for bigger workplaces. MOM notes that these measures put people-development capability at the centre of Singapore's future workforce planning.

The TWG-HC started work in February 2025. It studied how fast-moving technology and longer careers are reshaping jobs and workplaces. It consulted more than 1,000 stakeholders over 18 months. Those consulted included employers, workers, HR practitioners, trade associations and chambers, HR institutions, academia, and government agencies.

As a whole, the measures aim to:

• benefit more than two million workers;
• support at least 2,000 enterprises; and
• build the capabilities of 20,000 HR professionals and people leaders.

How Will SMEs Gain Access to Strategic HR Expertise?

The large-employer requirement does not apply to SMEs. The workgroup's second proposal gives smaller firms a practical way to bring in strategic HR help when they need it. SNEF and IHRP will publish actionable playbooks and case demonstrations. These connect HR capability building to each firm's wider transformation plans.

A pilot by IHRP and local start-up co:grow will embed senior HR practitioners part-time into participating SMEs. The matching model lets firms tap seasoned HR expertise for specific issues. They avoid the cost of a permanent in-house appointment. For SMEs preparing for growth, this kind of support can raise HR standards before a future compliance step becomes relevant.

What Support Will Employers Receive Under the PATH Initiative?

Another recommendation supports responsible and effective use of artificial intelligence (AI) in people management. Tripartite partners will launch the People-centred AI Transformation for HR (PATH) programme. Under PATH, employers can access:
– AI Starter Kits that bundle AI solutions, implementation guidance, consultancy, training, and funding support for high-impact HR use cases.

IHRP will collaborate with training partners on accredited courses mapped to 12 new IHRP AI Fluency Skills Badges. NTUC plans to issue an AI transformation playbook for HR practitioners in the first quarter of 2027. As AI becomes more common in hiring and employment decisions, tripartite partners also recommend recruitment guidance. It should cover processes and safeguards that keep employment outcomes fair and merit-based.

How Will the Singapore Opportunity Index and Leadership Programme Help Employers?

The report also anchors the Singapore Opportunity Index (SOI), first introduced in October 2025. The SOI is a countrywide yardstick for the quality of workplace openings that companies generate. It draws on verified administrative records. Workers can use it to compare career options with clearer information. Employers can review how well their people strategies are performing. Tripartite and industry partners will supply advisory support and tools. These help enterprises read SOI results and improve human capital approaches.

The final proposal focuses on developing the next wave of leadership talent. The Human Capital Leadership Institute (HCLI) is building a development pathway for senior HR and people leaders. The pathway is backed by resources, capability support and a peer network to grow future-ready enterprises. For companies, these national programmes are a way to strengthen credentials and internal capability early. They also make it easier to attract and retain skilled people in a tight labour market.

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