Find a Human Resources coach

What are the key coaching and HR certifications for human resources coaching in the US?

The International Coaching Federation sets the global standard for professional coaching credentials. These credentials prove you can help people grow using proven methods and ethical standards.

Associate Certified Coach (ACC) is your entry point. You complete 60 hours of coach training and log 100 client coaching hours. At least 75 of those hours must be paid sessions. You also pass the ICF exam and complete 10 hours of mentor coaching. This level shows you grasp core coaching skills and can apply ICF rules in real sessions.

Professional Certified Coach (PCC) shows advanced coaching skill. You need 125 training hours and 500 client coaching hours, with 450 of those paid. The PCC level requires more subtle work. You coach not just the problem but the whole person. You help clients discover their own insights rather than solving issues for them. The credential demands recorded session reviews and deeper mentor coaching support.

Master Certified Coach (MCC) represents peak expertise. You must already hold a PCC, complete 200 training hours, and log 2,500 client coaching hours with at least 35 different clients. This level is rare. Only coaches who show mastery of subtle coaching behaviors and complex client systems earn MCC status.

HR certifications prove your domain expertise

While ICF credentials show you can coach, HR certs prove you understand the technical side of human resources work.

SHRM-CP and SHRM-SCP come from the Society for Human Resource Management, the largest HR group worldwide. The SHRM-CP fits operational HR roles. You implement policies, serve as the daily HR contact, and handle specialized tasks. The SHRM-SCP targets strategic roles where you develop policies, oversee integrated HR operations, and align HR strategy to business goals. SHRM-SCP requires at least 3 years in strategic HR work. Both exams test knowledge across 14 functional areas and 8 behavioral skills. You recert every 3 years by earning 60 professional development credits.

PHR and SPHR come from HRCI, the HR Certification Institute. The PHR proves operational HR knowledge, including U.S. employment laws and rules. You need 1 to 4 years of HR experience depending on your degree level. The SPHR shows strategic HR leadership. You need 4 to 7 years of experience based on education. SPHR holders focus on planning rather than implementing. They set HR department goals, execute business strategies, and understand enterprise-wide HR needs. Both credentials require recert every 3 years through 60 credits or retaking the exam.

Why you should hold both types

Coaching credentials without HR depth leave gaps. You can run great conversations, but you may miss the regulatory context or business impact. HR certs without coaching skills mean you know policy but struggle to develop people through powerful questions and active listening.

When you combine ICF credentials with SHRM or HRCI certs, you position yourself for senior HR business partner roles, internal coaching roles, or external HR coaching practices. You can speak the language of talent development and business strategy. You understand both how to coach and what challenges your clients face in their HR roles.

Clients whose coaches held credentials were 28% more satisfied with their coaching experience compared to those whose coaches lacked credentials, based on the 2022 ICF Global Consumer Awareness Study. The marketplace expects professional credentials more and more. Your investment in both coaching and HR certs compounds over time through better client outcomes, higher fees, and access to strategic roles.

Key takeaways:

• ICF ACC requires 60 training hours and 100 client hours; PCC needs 125 training hours and 500 client hours; MCC demands 200 training hours and 2,500 client hours with prior PCC credential

• SHRM-CP covers operational HR; SHRM-SCP targets strategic roles with 3+ years experience

• PHR proves technical HR knowledge with U.S. law focus; SPHR shows strategic leadership with 4-7 years experience

• Dual credentials in coaching and HR position you for higher-level roles and better client outcomes

• Both types recert every 3 years through continuing education or exam retakes

What's the difference between coaching, mentoring, and consulting in HR?

Coaching, mentoring, and consulting serve three distinct roles in HR work, each with different time frames, power dynamics, and goals. Coaching focuses on helping people find their own solutions through questions and reflection, usually over 6 to 12 months. Mentoring pairs less skilled workers with more seasoned pros who share their wisdom and guidance over several years. Consulting brings in outside experts who analyze problems and deliver specific solutions, often on a project basis. When you understand these distinctions, you can pick the right approach for each talent development need in your group.

Many HR pros struggle to explain why they chose coaching over mentoring for a leader, or why they hired a consultant instead of building internal coaching capacity. The lines blur. You might have called something "coaching" that was really mentoring, or labeled expert advice as "coaching" when it was clearly consulting. These mix-ups waste money and frustrate employees who expected one type of support but got another.

Coaching unlocks what people already know

Coaching assumes the person holds the answers. A coach asks powerful questions, listens actively, and helps clients discover their own insights. The coach does not give advice or share war stories from their own career. This makes coaching ideal for high-potential talent who need to think through complex challenges, shift limiting beliefs, or build self-awareness.

In HR contexts, you bring in a coach when a leader needs to improve their performance, handle a difficult team dynamic, or prepare for a bigger role. Coaching sessions run weekly or bi-weekly for defined periods. The coach and client set clear goals at the start, track progress, and conclude when goals are met. Professional coaches often hold ICF credentials and follow ethical standards around secrecy and scope.

Research shows that firms with effective coaching programs report higher returns on investment compared to those without structured coaching. The structured, goal-driven nature of coaching produces measurable outcomes tied to business KPIs.

Mentoring transfers wisdom from experience

Mentoring relies on someone who has walked the path before. A mentor shares their firsthand knowledge, opens doors to networks, and helps a mentee navigate career choices. Unlike coaching, mentoring is informal and rarely follows a strict agenda. The mentor offers advice, tells stories about what worked or failed in their own career, and acts as a trusted advisor.

HR departments use mentoring for onboarding new hires, supporting underrepresented groups, and developing future leaders. SHRM local chapters run mentor programs that pair newer HR pros with veterans in the field. These relationships can last years. The mentor's main value comes from domain expertise. If your mentee wants to become a comp and benefits leader, pair them with someone who has run total rewards teams.

Mentoring works best when there is a clear knowledge or experience gap. The mentee wants to learn from someone who has already done what they hope to do. The relationship is voluntary, often forms naturally, and success depends on chemistry between both parties.

Consulting delivers expert solutions

A consultant is hired to solve a specific problem. You bring them in when you lack internal expertise, need an outside view, or want to drive change quickly. The consultant assesses the situation, develops a solution, and often implements it for you. You pay for their specialized knowledge and the work product they deliver.

In HR, you might hire a consultant to redesign your performance management system, audit compensation equity, or build a new talent acquisition process. The consultant defines the project scope, gathers data, and presents findings. Your team takes part in briefings and reviews, but the consultant owns the solution. This is the key distinction. Consultants tell you what to do based on their expertise. Coaches help you figure it out yourself. Mentors share what worked for them in similar situations.

How to pick the right approach for your team

Use coaching when people have the skills but need to shift mindset, improve self-awareness, or navigate complex interpersonal challenges. Coaching works for leaders preparing for promotion, managers struggling with delegation, or anyone facing a growth edge that requires deeper reflection.

Use mentoring when someone needs guidance from someone with more experience in the same domain. Mentoring suits early-career pros, people making career pivots, or groups that benefit from role models and network access.

Use consulting when you need expert analysis and solutions delivered fast. Consulting works for technical projects, system redesigns, or change programs where external perspective breaks through internal politics.

Many successful HR teams combine all three. You hire a consultant to build a new leadership development program, train internal coaches to run growth conversations within that program, and create a mentoring network so emerging leaders connect with executives. Each approach complements the others when deployed strategically.

Key takeaways:

• Coaching helps people find their own answers through questions and reflection over 6-12 months with clear goals

• Mentoring pairs less seasoned workers with experienced guides who share wisdom and networks over years

• Consulting brings outside experts who assess problems and deliver solutions on a project basis

• Pick coaching for mindset shifts and self-discovery, mentoring for career guidance and domain knowledge, consulting for technical solutions and fast implementation

• The best HR talent development programs combine all three approaches based on specific needs and goals

Where can you find certified coaches and mentors for HR work?

You can find ICF-credentialed coaches through the ICF Coach Finder directory, which lets you filter by location, specialty, and credential level. SHRM local chapters run mentor programs that pair early-career HR pros with seasoned members for 12-month partnerships. Both resources are free to search. Most coaching relationships start with intro calls where you assess fit, discuss goals, and review credentials. The challenge with these traditional routes is that you often need to contact multiple coaches or wait for the next mentor program cycle to begin.

Finding the right coach or mentor takes work. You want someone who understands HR-specific challenges like employee relations, compliance risk, and workforce planning. You need to verify their credentials, check references, and ensure their schedule aligns with yours. Many HR pros spend weeks researching options, only to find limited availability or poor matches.

ICF Coach Finder connects you with credentialed coaches

The ICF Coach Finder is a searchable database of coaches who hold ACC, PCC, or MCC credentials. You filter by coaching specialty, language, delivery method, and geographic area. Each profile shows the coach's credential level, training background, and areas of focus.

When you search for HR-focused coaches, review their experience with HR leaders and firms. Look for coaches who list talent development, leadership coaching, or change work as specialties. The directory shows contact info but does not include pricing, availability, or client reviews. You reach out directly to schedule discovery calls.

ICF recommends interviewing at least three coaches before choosing one. Ask about their coaching approach, experience with HR clients, session structure, and expected outcomes. Request references from past clients in similar roles. The match matters as much as the credentials. You need someone whose style and personality fit your needs.

SHRM chapters offer local mentor programs

Many SHRM local chapters run structured mentor programs that pair less experienced HR pros with veterans in the field. These programs last 6 to 12 months and include orientation sessions, suggested meeting schedules, and program oversight from chapter volunteers.

To join a SHRM mentor program, you must be a SHRM member and apply during open enrollment periods. Most chapters accept applications once or twice per year. The chapter matches mentors and mentees based on career goals, experience level, and sometimes geographic area. Many programs focus on early-career pros with less than 5 years of HR experience or people transitioning into HR roles.

The SHRM Foundation also offers virtual mentoring programs that run for 3 months and include group sessions, skill-building activities, and one-on-one mentoring. These programs work well for students and emerging HR pros who want structured guidance.

Local chapter programs vary in quality and availability. Some chapters have long waitlists. Others struggle to recruit enough mentors. You might wait months for the next program cycle, then get matched with someone whose expertise does not align with your goals.

Why MentorCruise offers a better path

MentorCruise solves the biggest problems with traditional coach and mentor finding. You browse hundreds of mentors with detailed profiles showing their background, skills, pricing, and availability. You see reviews from past mentees. You book intro calls right away without waiting for program cycles or playing email tag.

MentorCruise mentors include HR leaders from top companies who specialize in areas like talent acquisition, comp and benefits, employee relations, and HR tech. You filter by expertise, company background, and whether they have specific HR certs like SHRM-CP, SHRM-SCP, PHR, or SPHR. The platform handles scheduling, payments, and session logistics. You get ongoing support through regular video calls, messaging between sessions, and goal tracking.

The pricing is clear upfront. Most mentors charge monthly rates that include multiple sessions per month plus async messaging. You can pause or cancel anytime. This beats the uncertainty of hourly coaching fees or the rigid structure of chapter mentor programs that lock you into year-long commitments.

Browse experienced HR mentors who can help you:

• Navigate complex employee relations situations

• Develop your leadership skills for HR director or CHRO roles

• Build expertise in specific HR functions like talent acquisition or total rewards

• Transition from another field into HR

• Prepare for SHRM or HRCI certification exams

Start your search for an HR mentor on MentorCruise and experience what steady mentorship can do for your career.

Key takeaways:

• ICF Coach Finder offers a free searchable database of credentialed coaches filtered by location and specialty

• SHRM local chapters run 6-12 month mentor programs with application periods and matching processes

• Traditional resources require extensive research, multiple outreach attempts, and often involve waiting periods

• MentorCruise provides instant access to hundreds of HR mentors with clear profiles, pricing, reviews, and availability

• You can start working with a mentor within days instead of weeks or months using dedicated mentorship platforms

What do executive coaches charge in the US right now?

Executive coaching rates in the United States range from $200 to $3,000 per hour in 2024, with most experienced coaches charging between $300 and $717 per hour. Six-month coaching packages cost $13,000 to $30,000 on average, with the typical engagement around $25,000 for about 40 hours of work. Rates depend heavily on the coach's credentials, years of experience, geographic location, and whether they work with CEOs or mid-level leaders. HR pros considering coaching as a career path or hiring coaches for their teams should understand these market rates to budget properly and set fair pricing.

The coaching market grew to over $6 billion in 2024, up from $5.3 billion in 2023. This growth pushed rates higher across all experience levels. New coaches struggle to find clients at premium rates. Seasoned coaches with strong track records command fees that reflect their proven impact on leadership performance and business outcomes.

How experience and credentials shape pricing

ICF research shows that coaches with over 10 years of experience average $300 per hour, while coaches with less than one year of experience charge around $130 per hour. This gap widens further when you factor in ICF credentials. Coaches holding PCC or MCC credentials typically charge 20 to 40 percent more than coaches without ICF certification.

Coaches who earn $100,000 to $150,000 per year charge an average of $391 per hour. Those earning over $150,000 annually charge an average of $574 per hour. The market clearly rewards expertise, proven results, and professional credentials. When you add HR-specific knowledge like SHRM-CP or SPHR certification, coaches can justify rates at the higher end of these ranges.

Geographic location also matters. Coaches in major metro areas like New York, San Francisco, and Chicago charge 15 to 30 percent more than coaches in smaller cities or rural areas. A coach in Des Moines might charge $250 per hour for work that commands $400 per hour in Boston. Virtual coaching has reduced but not erased these regional gaps.

Package deals versus hourly rates

Most executive coaches do not charge by the hour. They sell packages or retainers that cover a defined period. The standard six-month package includes 12 to 15 sessions, each lasting 60 to 90 minutes, plus email support between sessions. This structure costs $13,000 to $30,000 depending on the coach's background and the client's role.

Research from Action Learning shows that the average executive coaching package runs $25,000 for six months, covering about 40 hours of direct coaching time plus prep work, assessments, and stakeholder meetings. Small business coaching costs less, averaging $6,000 for six months with about 18 hours of contact time.

Package pricing benefits both parties. Clients get predictable costs and the coach's full focus. Coaches get stable income and can plan their capacity. The downside is rigidity. If a client needs more support during a crisis month, they either pay extra or wait until the next package cycle.

Retainer models offer more flex. Clients pay a monthly fee, typically $1,000 to $5,000, for ongoing access to their coach. This works well for HR leaders who need periodic guidance on sensitive issues like executive terminations, merger integration, or culture change programs. The coach stays available without the client committing to weekly sessions.

CEO coaching commands premium rates

C-suite coaching occupies its own tier. CEOs and their direct reports often pay over $1,000 per hour. Conference Board research found that companies paid an average of $500 per hour for coaching at two to five levels below CEO. At the CEO level, hourly rates often exceed this baseline.

Top-tier CEO coaches charge $30,000 to $50,000 for six-month engagements. These coaches bring deep executive experience, often having served as CEOs or CHROs themselves. They understand board dynamics, investor relations, and the unique pressures of leading large firms. The ROI justifies the expense. One study of Fortune 500 companies found a 788 percent return on investment from executive coaching, driven by improved productivity and employee satisfaction.

For HR coaching specifically, rates fall between mid-level and C-suite pricing. An HR director seeking coaching on leading a 50-person team might pay $350 to $500 per hour. A CHRO working on board-level strategy could pay $600 to $900 per hour. The coach's HR domain expertise matters more than general leadership coaching background.

How coaching platforms affect rates

Digital coaching platforms like BetterUp and CoachHub pay independent coaches $55 to $95 per hour. These platforms handle marketing, matching, and admin work, but take a large cut of the fee. Coaches working on platforms often maintain private practices where they charge $300 to $500 per hour for clients they source directly.

Platform coaching works for coaches building hours toward ICF credentials or filling gaps in their schedule. It does not work as a primary income source for experienced coaches. The low rates reflect the platform's value in providing steady client flow without marketing effort.

For companies buying coaching at scale, platforms offer convenience and cost savings. HR departments can deploy coaching to 50 or 100 leaders without managing individual coach relationships. The trade-off is less customization and potentially lower coach quality compared to hiring independent practitioners.

What this means for HR pros

If you are an HR leader hiring coaches, budget $20,000 to $30,000 per executive for a six-month engagement with a credentialed, experienced coach. For emerging leaders or individual contributors, consider group coaching at $1,000 to $4,000 per person for six months. Always verify credentials, check references, and interview at least three coaches before selecting one.

If you are an HR pro considering coaching as a career, understand that building a sustainable practice takes 3 to 5 years. New coaches need 100 to 500 client hours to earn ICF credentials and build testimonials. During this phase, you might charge $150 to $250 per hour while working another job. Once credentialed with a strong client list, you can reach $300 to $500 per hour with a full practice.

Key takeaways:

• Hourly rates range from $200 to $3,000, with experienced coaches averaging $300-$717 per hour

• Six-month packages typically cost $13,000-$30,000, with $25,000 being the market standard

• ICF credentials and 10+ years of experience can double your hourly rate compared to new coaches

• CEO coaching commands premium rates of $1,000+ per hour while mid-level coaching runs $300-$600 per hour

• Geographic location affects rates by 15-30 percent, with major metro areas charging more than smaller cities

How do you build a coaching process that actually works?

A robust coaching methodology starts with clear goal setting, establishes baseline metrics before sessions begin, maintains a steady meeting schedule, and tracks outcomes through measurable data. Most effective coaching programs use structured frameworks like GROW or CLEAR that guide each session through defined phases. This approach ensures both coach and client know what success looks like, can track progress week by week, and adjust tactics when results stall. Without this structure, coaching becomes loose conversation that feels good but delivers little lasting change.

Many HR pros hire coaches or become coaches themselves without thinking through methodology. They jump into sessions, talk through challenges, offer encouragement, and hope for improvement. Three months later, neither party can point to concrete outcomes. The coaching felt valuable in the moment but produced no measurable shift in behavior, performance, or results.

Goal contracting creates shared ownership

Effective coaching begins with goal contracting, where coach and client agree on specific outcomes before the first real session starts. This contracting phase clarifies what the client wants to achieve, what success looks like, and how both parties will know when goals are met. The goals must be specific, measurable, and owned by the client.

Vague goals like "improve leadership skills" or "be more strategic" do not work. Better goals sound like "delegate three major projects to direct reports by end of Q2" or "present quarterly business reviews to the exec team with confidence and clear data by June." The client describes the goal in their own words. The coach helps refine it until both agree on the target.

This process typically takes one full session. The coach asks probing questions. What does success look like? How will you know you have achieved this? What will be different in your work or life? Who else will notice the change? The client answers these questions and commits to the goals in writing. Both sign off. This document becomes the north star for all subsequent sessions.

Goal contracting also defines logistics. How often will you meet? For how long? What happens between sessions? What support does the client need? How will you handle cancellations or schedule conflicts? Getting these details clear upfront prevents confusion later.

Baseline data shows where you start

Before coaching begins, collect baseline data that measures the client's current state. This might include 360-degree feedback from peers and managers, self-assessment scores on leadership skills, or specific performance metrics like employee retention rates or project completion times.

The data does not need to be complex. For an HR leader working on conflict resolution skills, baseline data might be as simple as tracking how many employee relations cases escalate to formal complaints per month. For someone building executive presence, it could be a recorded presentation scored against a rubric by three observers.

The point is to establish a measurable starting point. Without baseline data, you cannot prove the coaching created change. The client might feel different or say they have improved, but you have no objective evidence. HR departments demand more and more ROI on coaching investments. Baseline data plus post-coaching measurement provides that proof.

Document the baseline in the same written agreement that contains the goals. Review it together so the client sees clearly where they start. This often creates valuable self-awareness. Many clients overestimate or underestimate their current performance until they see objective data.

Session cadence maintains momentum

Most coaching engagements run bi-weekly for 60 to 90 minutes over six to twelve months. This cadence balances frequency with time for the client to implement changes between sessions. Weekly sessions feel too rushed. Monthly sessions lose momentum and accountability.

Each session follows a structured format based on your chosen coaching model. The GROW model, for example, moves through four phases. First, review the Goal to ensure it remains relevant. Second, examine the Reality of what has happened since the last session. Third, explore Options for moving forward. Fourth, establish the Will or action plan for the next two weeks.

This structure keeps sessions focused and productive. The coach does not let conversation wander into storytelling or venting. Every discussion ties back to the agreed goals. The final 10 to 15 minutes of each session always include specific commitments. What will the client do before the next meeting? How will they track their actions? What obstacles might they face?

Between sessions, the client takes action. They try new behaviors, practice new skills, and collect data on results. The coach may offer limited email or text support for quick questions, but the real work happens between sessions. The next session always starts by reviewing those commitments. Did you do what you said you would do? What happened? What did you learn?

Outcome measurement proves impact

At the midpoint and end of the coaching engagement, repeat the baseline measurement to capture progress. Use the same assessment tools, collect the same metrics, and compare results. This shows objectively whether the coaching produced change.

For the HR leader working on conflict resolution, you would track whether employee relations cases decreased. For the executive presence work, you would score another recorded presentation using the same rubric. The data tells the story. If scores improved by 20 to 30 percent, the coaching worked. If scores stayed flat or declined, something needs to change.

Many coaches resist measurement, claiming coaching is too personal or qualitative to capture in numbers. This is wrong and lazy. Every behavior worth coaching can be observed and measured in some way. The measurements do not need to be perfect. They need to be consistent and meaningful to the client and their firm.

Share the outcome data with the client and, if appropriate, with the sponsor who funded the coaching. Review what worked, what did not, and what the client will continue doing after coaching ends. This final review provides closure and celebrates progress. It also identifies any remaining gaps that might require more coaching or other development approaches.

Choosing your coaching framework

Several proven coaching models provide structure for your methodology. The GROW model remains the most widely used because of its simplicity. CLEAR emphasizes relationships and deep listening. OSKAR focuses on solutions rather than problems. Each model has strengths for different situations.

Pick one model and learn it thoroughly. Master the questions you will ask at each phase. Practice until the structure becomes natural and you can adapt it to different clients without losing the core framework. Most experienced coaches eventually blend elements from multiple models based on what works for their clients, but you need to start with a single, solid foundation.

The specific model matters less than having a consistent structure. What kills coaching effectiveness is winging it, jumping between approaches randomly, or forgetting to track progress. Your methodology should feel natural to you, make sense to clients, and produce measurable results.

Key takeaways:

• Goal contracting in the first session creates shared ownership and defines specific, measurable outcomes

• Baseline data collection before coaching starts provides objective proof of where the client begins

• Bi-weekly sessions for 60-90 minutes over six months maintain momentum without overwhelming the client

• Structured frameworks like GROW or CLEAR guide each session through defined phases and keep focus tight

• Outcome measurement at midpoint and end proves coaching impact through objective data comparison

Find your HR mentor and transform your career

You have read about certs, coaching models, and market rates. Now comes the most important decision - finding the right mentor who can actually help you grow. Traditional routes like ICF directories and SHRM chapter programs work, but they take time. You wait for program cycles, submit applications, and hope for good matches. Most HR pros spend 4 to 8 weeks just finding someone to talk to.

MentorCruise removes these barriers completely. You browse hundreds of experienced HR mentors right now. Each profile shows their background, areas of expertise, pricing, and reviews from past mentees. You see who has worked at companies like Google, Amazon, and Microsoft. You filter by skills like talent acquisition, comp and benefits, employee relations, or HR operations.

The platform works simply. You pick a mentor whose experience matches your goals. You book an intro call to test chemistry. If it feels right, you start a monthly mentorship that includes regular video sessions plus ongoing messaging support. Your mentor helps you navigate complex workplace issues, prepare for bigger roles, build new skills, or transition into HR from another field.

Unlike traditional coaching that costs $20,000 to $30,000 for six months, MentorCruise mentors typically charge $200 to $500 per month. You get multiple sessions plus daily access through messaging. You can pause or cancel anytime. No rigid contracts. No waiting lists. No application committees deciding if you are worthy of mentorship.

Many MentorCruise mentors hold the same ICF and SHRM credentials we discussed earlier. They have lived through the challenges you face now. They built HR teams from scratch, led through tough layoffs, implemented new HRIS systems, and navigated toxic cultures. Their wisdom comes from real experience, not just training programs.

What makes MentorCruise different:

✨ Instant access - Browse mentors and book calls today, not weeks from now

✨ Clear pricing - See monthly rates upfront with no hidden fees or surprise charges

✨ Real reviews - Read detailed feedback from other mentees who worked with each mentor

✨ Flexible commitment - Monthly plans you can pause or cancel without penalties

✨ Ongoing support - Get help between sessions through messaging, not just scheduled calls

Your career deserves more than hoping the next SHRM chapter program pairs you with someone useful. You need a mentor who gets your specific challenges, has solved them before, and can guide you through them now.

Browse HR mentors on MentorCruise and start your first conversation this week. Your future self will thank you for taking action today instead of waiting for the perfect moment that never comes.