Charter of HRizone – Human Resources Professional Association

Version 1.1

July 15, 2024

Preamble:

Recognizing the vital role of Human Resources in organizational success and the evolving landscape of the modern workplace, we, the founders of HRizone, establish this Charter to guide our association. HRizone is dedicated to fostering excellence, collaboration, and professional growth within the Human Resources field, empowering individuals to shape the future of work.

Chapter 1: General Principles

1.1. Foundation and Purpose:

These Articles of Association define the structure, governance, and operational framework of HRizone – Human Resources Professional Association (hereinafter referred to as “HRizone” or “the Association”).

1.2. Mission:

The core mission of HRizone is to cultivate a dynamic and supportive community for HR professionals across all specializations and experience levels. We strive to:

  • Facilitate the exchange of insights, best practices, and innovative solutions within the HR domain.
  • Promote professional development and elevate the standards of HR practice.
  • Foster ethical conduct and advocate for responsible and impactful HR strategies.
  • Build a strong network for collaboration, mentorship, and career advancement within the HR profession.

1.3. Operating Principles:

HRizone operates on the fundamental principles of:

  • Integrity: Upholding the highest ethical standards in all activities and interactions.
  • Collaboration: Encouraging open communication, knowledge sharing, and mutual support among members.
  • Excellence: Striving for continuous improvement and the pursuit of best practices in HR.
  • Inclusivity: Welcoming HR professionals from diverse backgrounds, industries, and specializations.
  • Innovation: Embracing forward-thinking approaches and adapting to the evolving needs of the HR profession.

Chapter 2: Objectives and Scope of Activities

2.1. Strategic Goals:

HRizone is committed to achieving the following strategic goals:

  • 2.1.1. Advancing the HR Profession: Championing the strategic importance of HR and its contribution to organizational success and societal well-being.
  • 2.1.2. Professional Development & Education: Providing high-quality resources, training programs, and certifications to enhance the skills and knowledge of HR professionals at all levels.
  • 2.1.3. Ethical Leadership & Advocacy: Promoting ethical decision-making in HR and advocating for fair labor practices, employee well-being, and inclusive workplaces.
  • 2.1.4. Community Building & Networking: Creating vibrant platforms for HR professionals to connect, collaborate, and build lasting professional relationships.
  • 2.1.5. Research & Innovation: Encouraging and supporting research, thought leadership, and the development of innovative HR practices.
  • 2.1.6. Talent Pipeline Development: Supporting initiatives that attract, develop, and retain talent within the HR profession, including mentoring and guidance for emerging professionals.
  • 2.1.7. Global HR Perspective: Fostering an understanding of global HR trends and promoting cross-cultural collaboration in the field.

2.2. Activities and Initiatives:

To achieve its objectives, HRizone will engage in a range of activities, including but not limited to:

  • 2.2.1. Professional Communities and Networks: Establishing and supporting specialized communities of practice within HR, focusing on areas like talent acquisition, compensation & benefits, employee relations, learning & development, and HR technology.
  • 2.2.2. Programs and Projects: Developing and implementing targeted programs, projects, and initiatives aligned with HRizone’s strategic goals, including research projects, advocacy campaigns, and community outreach.
  • 2.2.3. Educational Events and Workshops: Organizing conferences, seminars, workshops, webinars, and training programs covering a wide spectrum of HR topics and skills.
  • 2.2.4. Certification and Accreditation: Developing and offering professional certifications and accreditation programs to recognize and validate HR expertise and competency.
  • 2.2.5. Resource Hub: Creating and maintaining online and offline resources, including articles, research papers, templates, and best practice guides, accessible to HRizone members.
  • 2.2.6. Mentorship and Guidance Programs: Establishing mentorship programs to connect experienced HR professionals with those newer to the field, fostering professional growth and knowledge transfer.
  • 2.2.7. Advocacy and Thought Leadership: Publishing thought leadership pieces, conducting research, and engaging in advocacy efforts on key HR issues and policy matters.
  • 2.2.8. Networking Platforms and Events: Facilitating networking opportunities through online platforms, social events, and industry gatherings to encourage collaboration and relationship building.
  • 2.2.9. Revenue Generation Activities: Engaging in fundraising and commercial activities such as publishing resources, selling branded merchandise, offering courses and certifications, and providing consulting or expert services to support HRizone’s mission and operations.

2.3. Focus on Impact:

All activities undertaken by HRizone will be strategically aligned with its mission and objectives, striving to create a positive and lasting impact on the HR profession and the organizations and individuals it serves.

Chapter 3: Membership Structure

3.1. Voluntary Association:

Membership in HRizone is entirely voluntary. Members retain their individual professional autonomy and rights.

3.2. Eligibility:

HRizone welcomes individuals who are actively engaged in or have a demonstrable interest in the field of Human Resources, regardless of their specific specialization or industry.

3.3. Membership Terms:

The conditions and procedures for joining HRizone are outlined in this Charter and further detailed in internal membership regulations.

3.4. Admission Process:

Admission to membership is based on meeting established criteria and adhering to the procedures defined by this Charter and related regulations.

3.5. Member Registry:

HRizone maintains a confidential register of its members, which is not publicly accessible to protect member privacy.

3.6. Membership Verification:

Each member receives a digital Membership Credential allowing secure online verification of their membership status and validity.

3.7. Membership Fees:

HRizone may implement membership fees, which will be transparently communicated and regularly updated on the official HRizone website. Application fees are not required.

3.8. Distinguished Fellow Status:

HRizone may confer “Distinguished Fellow” status upon individuals who have achieved exceptional recognition and made transformative contributions to the field of Human Resources. The criteria, privileges, and responsibilities associated with this prestigious designation will be determined and periodically reviewed by the Board.

Chapter 4: Membership Tiers

4.1. Student Member

  • Requirements:
    • Currently enrolled student in a degree program related to Human Resources or a closely allied field at an accredited institution.
    • Verification of student enrollment (e.g., student ID, enrollment letter).
  • Benefits:
    • Access to HRizone’s online resources and member portal.
    • Discounted rates for HRizone events and workshops.
    • Eligibility to participate in HRizone student programs and initiatives.
    • Opportunity to network with HR professionals.

4.2. Associate Member

  • Requirements:
    • Minimum of one (1) year of professional experience in a Human Resources role or related function.
    • Demonstration of professional experience (e.g., resume, professional profile).
  • Benefits:
    • All benefits of Student Membership.
    • Access to HRizone’s mentorship program (as mentee).
    • Opportunity to contribute to HRizone’s online forums and discussions.
    • Eligibility to participate in member-only events.

4.3. Professional Member

  • Requirements:
    • Minimum of five (5) years of progressive professional experience in Human Resources.
    • Demonstrated commitment to professional development in HR.
    • Verification of professional experience and qualifications.
  • Benefits:
    • All benefits of Associate Membership.
    • Opportunity to participate in HRizone committees and working groups.
    • Access to advanced professional development resources.
    • Recognition as a HRizone Professional Member in member directory.

4.4. Senior Member

  • Requirements:
    • Minimum of ten (10) years of significant and impactful professional experience in Human Resources.
    • Evidence of leadership roles and contributions to the HR field.
    • Recommendation from at least two (2) current HRizone Senior Members or a Board member.
    • Approval by the HRizone Board.
  • Benefits:
    • All benefits of Professional Membership.
    • Eligibility to serve on HRizone advisory boards and task forces.
    • Opportunity to mentor Associate and Professional Members.
    • Voting rights on key HRizone matters as defined by the Board.
    • Enhanced profile in member directory and recognition at HRizone events.

4.5. Fellow – Distinguished HR Professional

To be recognized as a HRizone Fellow, an individual must demonstrate sustained national or international recognition for outstanding achievements in the field of Human Resources. This is evidenced by extensive documentation in at least three (3) of the following categories:

  • Major Awards or Recognition: Receipt of nationally or internationally recognized awards or accolades in the HR field for excellence and significant contributions.

  • Authorship of Scholarly Work or Publications: Authorship of scholarly articles, books, or significant publications in reputable HR journals, industry publications, or academic presses, demonstrating original contributions to the body of HR knowledge.Significant

  • Media Recognition: Documented evidence of significant media coverage in major national or international media outlets that highlights the individual’s HR expertise and achievements.

  • Leading or Critical Role in Significant HR Initiatives: Evidence of having served in a leading or critical role for organizations or institutions with a distinguished reputation, particularly in projects or initiatives that have had a substantial impact on HR practices or the profession.

  • Original Contributions of Major Significance: Demonstrable evidence of original contributions of major significance to the field of Human Resources, such as the development of groundbreaking HR programs, innovative practices, or influential policies that have become widely adopted or recognized as benchmarks.

  • Authorship of Widely Used HR Resources or Tools: Development and widespread use of HR resources, tools, methodologies, or technologies that have significantly advanced the practice of Human Resources.

  • Service as a Judge or Reviewer: Participation as a judge or reviewer of the work of others in the HR field, either individually or as part of a panel, demonstrating recognized expertise and authority

  • Other Comparable Evidence: If the above categories do not readily apply, the applicant may submit comparable evidence to demonstrate sustained national or international recognition as outstanding in the field of Human Resources.
Additional Requirements for Fellow Nomination:

Nomination by at least two current HRizone Fellows or Board members.

Comprehensive portfolio of evidence demonstrating fulfillment of the criteria outlined above.

Rigorous review and approval by the HRizone Board’s Fellow Nomination Committee.

Benefits:

All benefits of Senior Membership.

Prestigious “HRizone Fellow” designation and recognition.

Prominent profile and biography featured on the HRizone website.

Invitations to serve as keynote speakers and panelists at HRizone events.

Opportunity to shape the direction of HRizone and the HR profession through advisory roles and special initiatives.

Exclusive networking opportunities with other Fellows and HR leaders.

Voting rights on all HRizone matters, including Board elections and Charter amendments.

Chapter 5: Application and Admission Process

5.1. Membership Application:

Individuals seeking membership in HRizone must submit a formal application, including:

  • Personal contact information and professional background.
  • Details of relevant HR experience and qualifications.
  • Statement of motivation for joining HRizone and alignment with its mission.
  • Supporting documentation as required for the desired membership tier.

5.2. Board Review:

Applications are reviewed by the HRizone Board or a designated Membership Committee. The Board assesses the applicant’s qualifications against the membership criteria and the overall objectives of HRizone.

5.3. Interview (Optional):

In certain cases, the Board may request an interview with the applicant to gain a deeper understanding of their experience, expertise, and commitment to HRizone.

5.4. Notification of Decision:

Applicants will be notified in writing of the Board’s decision regarding their membership application.

5.5. Access to Resources:

Upon acceptance, new members gain immediate access to HRizone’s resources and membership benefits, as per their membership tier.

Chapter 6: The HRizone Board

6.1. Governing Body:

The HRizone Board (hereinafter referred to as “the Board”) serves as the primary governing body of the Association, responsible for strategic direction, policy setting, and overall management.

6.2. Board Composition:

The Board will be composed of HR professionals representing diverse specializations, industries, and perspectives within the HR field to ensure balanced and comprehensive governance.

6.3. Board Size:

The Board shall consist of no fewer than five (5) and no more than ten (10) members.

6.4. Term of Office and Board Formation:

  • 6.4.1. Term Length: Board members serve a term of three (3) years.
  • 6.4.2. Initial Board: The inaugural Board shall be comprised of the founding members of HRizone who meet the professional qualifications and have contributed significantly to the Association’s establishment.
  • 6.4.3. Subsequent Boards: The outgoing Board is responsible for forming the composition of the incoming Board, no later than fourteen (14) calendar days prior to the expiration of their term.
  • 6.4.4. Interim Board: In the event that a new Board is not selected by the end of the 3-year term, the existing Board will continue to serve on an interim basis until a new Board is duly elected and approved.
  • 6.4.5. Nominations: Nominations for Board membership can be submitted by any current Board member or by a Fellow who believes a candidate is suitably qualified.
  • 6.4.6. Board Approval: The final list of incoming Board members is approved by a simple majority vote of the outgoing Board. In case of a tie, the Chairperson of the Board (defined in Chapter 7) will cast the deciding vote.

6.5. Board Vacancies:

Filling Board vacancies outside of the regular selection cycle requires a Board decision based on candidate application and a simple majority vote of approval.

6.6. Board Responsibilities:

The Board’s responsibilities include:

  • 6.6.1. Strategic Direction: Defining the strategic priorities, long-term goals, and overall direction of HRizone.
  • 6.6.2. Policy and Governance: Establishing and overseeing HRizone’s policies, procedures, and governance framework.
  • 6.6.3. Program Oversight: Approving and monitoring HRizone’s key programs, projects, and initiatives.
  • 6.6.4. Financial Management: Ensuring responsible and transparent financial management of HRizone’s resources.
  • 6.6.5. Membership Matters: Overseeing membership admission standards, tier structures, and member-related policies.
  • 6.6.6. Fellow Selection: Forming the Fellow Nomination Committee and approving the selection of Distinguished Fellows.
  • 6.6.7. Charter Amendments: Initiating and approving amendments to the HRizone Charter (see Chapter 9).
  • 6.6.8. Board Composition Changes: Making decisions regarding changes to the composition of the Board itself.

6.7. Board Meetings and Quorum:

Board meetings require a quorum of at least half of the Board members (minimum of 3) to be present, either in person or via approved remote communication methods.

6.8. Decision-Making:

Board decisions are made by a simple majority vote of the Board members present, unless otherwise specified in this Charter.

6.9. Leadership Transition Meetings:

Leadership Transition Meetings (as described in Chapter 7.5) require in-person attendance of all Board members (no remote participation) and the presence of a majority of Fellows as observers and advisors.

6.10. Non-Transferable Powers:

Board member responsibilities and voting rights cannot be delegated or transferred to third parties or other Board members, including by proxy.

Chapter 7: Chairperson of the Board

7.1. Executive Leadership:

The Chairperson of the Board is the highest executive leader within HRizone, serving as the principal representative and spokesperson for the Association in all external engagements.

7.2. Strategic Leadership:

The Chairperson provides strategic leadership, ensures adherence to the Charter, and champions HRizone’s mission and strategic objectives.

7.3. Rights and Responsibilities of the Chairperson:

  • 7.3.1. External Representation: Representing HRizone in external relations with government agencies, partner organizations, media outlets, and the public.
  • 7.3.2. Board Leadership: Chairing Board meetings, setting meeting agendas, and casting the deciding vote in case of a tie.
  • 7.3.3. Strategic Implementation: Overseeing the implementation of HRizone’s strategic initiatives and programs approved by the Board.
  • 7.3.4. Charter Amendments: Proposing amendments to the Charter, subject to Board approval.
  • 7.3.5. Financial Oversight: Ensuring responsible and transparent management of HRizone’s finances and resources.
  • 7.3.6. Delegation of Authority: Delegating specific tasks or responsibilities to other Board members or designated officers, while retaining ultimate accountability.

7.4. Term of Office and Appointment of Chairperson:

  • 7.4.1. Initial Chairperson: The first Chairperson is appointed by unanimous agreement of the founding members of HRizone.
  • 7.4.2. Term Length: The Chairperson’s term is indefinite to ensure continuity of leadership.
  • 7.4.3. Vacancy and Succession: In the event of a Chairperson vacancy (due to resignation, incapacitation, or other extraordinary circumstances), a new Chairperson will be elected by a unanimous vote of all current Board members.

7.5. Leadership Transition Process:

The Board may initiate a leadership transition or end the Chairperson’s mandate only through a 100% (unanimous) vote of all serving Board members, adhering to the following process:

  • 7.5.1. Full Board Composition: All Board seats must be filled at the time of the vote.
  • 7.5.2. Unanimous “Yes” Vote: Every Board member must vote “yes” (no abstentions or negative votes).
  • 7.5.3. In-Person Meeting with Fellow Observers: The vote must take place during an in-person Board meeting attended by a majority of all HRizone Fellows as observers and advisors.
  • 7.5.4. Immediate Transition: If the unanimous vote to end the Chairperson’s mandate is successful, the transition takes effect immediately.
  • 7.5.5. New Chairperson Election: At the same in-person meeting or a subsequent in-person meeting (with a majority of Fellows present), the Board—again by 100% (unanimous) vote—will elect a new Chairperson.

7.6. Chairperson’s Relationship with the Board:

  • 7.6.1. Ex Officio Board Member: The Chairperson is an ex officio member of the Board with full voting rights in Board decisions.
  • 7.6.2. Presidential Veto: The Chairperson may veto any resolution that, in their considered judgment, contradicts the fundamental mission, objectives, or financial stability of HRizone.
  • 7.6.3. Overriding Veto: A Chairperson’s veto can only be overridden by a 100% (unanimous) vote of all HRizone Fellows. Every Fellow on record at the time of voting must support overriding the veto for it to be valid.
  • 7.6.4. Board Majority Decisions: In all other matters, the Chairperson is expected to uphold and support the majority decisions of the Board, except when exercising the veto power as outlined above.

Chapter 8: General Provisions

8.1. Membership Termination:

Membership in HRizone may be terminated by a decision of the Board if a member violates the established rules, ethical standards, or engages in conduct detrimental to the Association’s reputation or mission.

8.2. No Refund Upon Termination:

Upon membership termination, members are not entitled to any refund of membership fees or other payments.

8.3. Dispute Resolution:

All disputes and disagreements arising in connection with HRizone’s activities will be resolved through amicable negotiation and mutual agreement among the parties involved.

8.4. Unforeseen Matters:

Issues not explicitly addressed in this Charter will be resolved by the Board, taking into consideration the diverse professional interests and specializations represented within HRizone and in alignment with the Association’s mission and objectives.

Chapter 9: Amendments and Modifications to the Charter

9.1. Amendment Process:

Amendments and additions to this Charter may be made by a decision of the Board, following the procedure outlined in this Chapter.

9.2. Proposal Submission:

Any Board member or the Chairperson may propose amendments or additions to the Charter.

9.3. Notice Period:

Proposed amendments must be submitted in writing to the Board at least thirty (30) days prior to the Board meeting where they will be discussed.

9.4. General Amendments:

For a general amendment to be adopted, a two-thirds (2/3) majority vote of the entire Board is required.

9.5. Amendments Affecting Chairperson:

If a proposed amendment directly impacts the role or powers of the Chairperson, the Chairperson’s explicit concurrence is also necessary, unless overridden by a three-quarters (3/4) majority vote of the entire Board and a simple majority vote of the HRizone Fellows.

9.6. Effective Date:

Amendments and additions to the Charter become effective immediately upon their approval by the required majority of the Board (and, where applicable, concurrence by the Chairperson or the required Fellow majority).

Entry into Force:

This Charter becomes effective upon its approval by the initial Board of HRizone.