How to… become a Chartered HRNZ Member

Kavita Khanna, President of the Asia Pacific Federation of Human Resource Management (APFHRM), Board Director HRNZ, APFHRM and World Federation of People Management Associations, offers her painless and tongue-in-cheek guide to making it official and becoming an HRNZ Chartered Member in six easy (mostly) steps.

So, you’ve decided to go for chartered status with HRNZ; excellent move. Whether you want to get chartered to boost your career prospects, gain professional credibility, or simply prove (to yourself and others) that you know your stuff, you’ve already crossed the biggest hurdle; you know what you want. Congratulations! Now that you’re here, the best way forward is to get it done as seamlessly as possible.

In fact, with a bit of structure (and possibly snacks, or a playlist titled ‘get it done, right now’), preparing your application can be surprisingly insightful, a great reminder of how far you have come and possibly fun, yes, fun. More on that later.

STEP 1: WHAT KIND OF ORGANISER ARE YOU?

Before you do anything else, let’s get to the heart of your natural working style. Why? So you can prepare realistically

Take this quick quiz to meet your inner organiser, then own the result.

1. Your planning style:

☐ A. I had my chartering timeline set six months ago

☐ B. I’m writing to-do lists on the back of receipts

☐C. I plan in bursts, depending on the lunar cycle (or mood)

☐ D. Deadlines are like motivational life coaches

☐ E. Planning? That’s a tomorrow-me problem

2. When it comes to referees:

☐ A. Already spoken to them, bought them coffee

☐ B. I’ll ask... once I’ve finished overthinking

☐ C. My cat thinks I’m great – does that count?

☐ D. Wait, we need referees?

☐ E. I’ll message them as soon as Mercury is out of retrograde

3. How’s your CV looking?

☐ A. Just updated it last week

☐ B. It’s from three jobs ago

☐ C. It’s a beautiful mess

☐ D. I just copy and paste from LinkedIn

☐ E. It’s in a document somewhere. I think. Maybe.

4. Your self-assessment reflection process:

☐ A. Structured and thoughtful

☐ B. Ongoing… very ongoing

☐ C. A late-night journalling session

☐ D. Panicked brain dump at 11:57 pm

☐ E. Rewatching TED Talks and calling it inspiration

Scoring guide

Mostly A: The Planner: You’re ready now. From Prep to Submit will take you about three to four hours’ effort over two weeks.

Mostly B or C: The Juggler: You’ll need four to six weeks, with some focused weekend sprints.

Mostly D or E: The Last-minute Genius: Give yourself a solid eight weeks. Don’t rely on adrenaline alone.

For Jugglers and Last-minute Geniuses, Step 4 is going to be your nemesis and Step 2 done well, will save you.

STEP 2: MAKE IT A PROJECT (OR A PARTY)

Chartering isn’t just a boxticking exercise, it’s a project. Treat it like one. Set milestones, assign dates, and tick off each step like the HR pro you are. If you work well under social pressure, post about it on LinkedIn. Public accountability is a surprisingly powerful motivator.

Or, if you’re more of a ‘wine and wisdom’ type, grab a few HR colleagues and do it together. Nothing says professional development like a group session with snacks (and possibly a bottle of pinot). Many who’ve done this say it makes the reflection process far less daunting and, dare I say it, even enjoyable.

STEP 3: UNDERSTAND THE GAME (AKA WHAT HRNZ WANTS)

HRNZ’s chartered pathway is built on The Path, its capability framework, and looks for evidence across:

• six core capabilities at ‘Leads’ level or higher

• three domains of knowledge (including one from the priority list, think DEI, employment relations, or change).

SPECIAL TIPS FOR THOSE WITH WINDING ROADS

• Coming from another field? You might have been a teacher, a lawyer or a supply chain wizard in a past life. Good news: leadership, strategy, stakeholder engagement and change management are all transferable competencies. Just frame them in a way that’s HR-aligned.

• Overseas experience? Whether you’ve worked in Mumbai, Manchester or Montréal, your global perspective counts. Just be clear about terminology and map your experience to New Zealand-specific practices where you can.

STEP 4: GET YOUR EVIDENCE DUCKS IN A ROW

Your hit list:

• updated CV with precise dates and outcomes

• work samples showing how you’ve influenced strategy, managed change or built culture

• professional development record noting courses, workshops, CPD points

• referees (yes, actual humans, preferably one already chartered).

STEP 5: HAVE THAT AWKWARD REFEREE CHAT

No one likes asking for references, but it’s a must. The point here is context: don’t just ask for a favour, explain what you’re applying for, and why their perspective matters.

STEP 6: FINAL POLISH And Submit

You’ve got all the bits. Now it’s time to stitch them together. Don’t rush the final steps. Proofread your statements, make sure your capability examples are clear and succinct, and double-check you’ve answered everything.

Chartering is more than just a badge, it’s a career milestone and a recognition of your impact on the profession. Your journey to get to where you are now is valid. Be strategic, be kind to yourself, and most importantly enjoy the reflection process. You’ve come a long way.

Now go forth and get Chartered.

For more information on the Chartered application process and the support available to you, go to the article on page 40.

With over two decades of experience in leadership, strategy, HR and organisation development across industries and geographies, Kavita Khanna specialises in culture-led change that inspires even the most change-resistant to lean in. A Board Director at HRNZ, and a Chartered Fellow, she’s a passionate advocate for self-managed teams, future-fit leadership, and organisations where humans thrive. She is well known for a creative, client-immersive approach (and a healthy scepticism of corporate jargon), and brings a quirky sense of humour to the serious business of work. She believes transformation starts with teams (and usually involves snacks).