An icon of two people and a gear

HR Systems

Definition: Applications and tools designed and sold to organizations whose Human Resource professionals manage and track employee recruitment, onboarding and performance

Examples: Human Resources Managers and Associates, Human Resources Information Systems (HRIS) and Applicant Tracking Systems (ATS) developers and users

Roles and Workstreams


  • Engage with research and pilots, highlighting challenges to adopting LERs in existing products, and finding ways to address them.
  • Support development of open data standards and their adoption in HR software and systems.
  • Build open standards-based application programming interfaces (APIs) to enable easier integration of HR systems.
  • Focus R&D on tools for direct engagement with individuals who are passive job seekers, active applicants, or existing employees who will receive issued LERs from their employers.


  • Advocate for issuing and using LERs in skills-based hiring and advancement.
  • Support issuing employment records such as verified proof of employment, skills credentials, and documentation of on-the-job learning


  • Build support for LERs into hiring systems, and make it possible to match skills profiles to open positions
  • Streamline integration of LER software into existing ATS/HRIS programs
  • Process LER data in accordance with how applicants want their information to be shared, aggregated and reused


  • Track data on effectiveness of LERs for applicants and employers

Action Areas

There are key action areas that we believe LER ecosystem stakeholders should focus on to make significant progress towards adoption in service of equity and opportunity. All action areas rely on the participation of stakeholders in pilots, research and advocacy initiatives.

Promoting Adoption

Identify the advantages of using LERs, as compared to current practices, towards stakeholder goals and agendas. Define metrics for success and develop data driven value propositions.

  • Advocate for the use of open standards in the development of HR Information Systems and tools
  • Identify opportunities and challenges in using LERs in hiring, onboarding and employee tracking systems

Building Employer Demand

Scale LER issuing and increase employer demand and capacity by supporting integration with existing systems and demonstrating usability and value.

  • Build support for LERs within existing ATS/HRIS systems, and make it possible to match skills profiles to open positions

Gathering Data on Impact

How do we know LERs are effective in unlocking opportunities for learners and streamlining processes for employers and educators? Stakeholders across the ecosystem must collect empirical data that confirms value statements about LERs and identifies areas for improvement in work streams.

  • Track metrics that examine the efficacy of LERs. These can include the time and cost to fill jobs, employee turnover and vertical or horizontal mobility within the workplace, and other indicators of better matching and hiring of candidates and positions.

Support Degree and Skills Based Systems

LERs can be issued for large scale achievements like diplomas and degrees or for more granular ones like courses or even individual skills and competencies. The ideal LER Ecosystem will support recognition of learning and abilities obtained through both traditional and skills-based systems.

  • Build support for LERs into hiring systems, and make it possible to match skills profiles to open positions.
  • Process LER data in accordance with how applicants want their information to be shared, aggregated and re-used

Business Case

Better Hiring Experiences - Promoting the use of open standards that protect learner data and promote interoperability can lead to a more efficient and equitable learning and employment ecosystem

Efficiency and Accuracy - Incorporating LERs into HR systems allows for the seamless integration of employee data. This integration eliminates the need for manual data entry and reduces the risk of errors, resulting in increased efficiency and accuracy in HR processes

Better Decision Making - organizations can make more informed decisions regarding talent management, training and development, and succession planning.

Social Case

Fairness and Non-Discrimination - Mitigate biases and promote fairness by focusing on job-related qualifications and work performance.

Transparency and Accountability - Candidates' skills, qualifications, and experiences are documented and verified, providing a clear and objective basis for hiring decisions.

Efficiency and Effectiveness - Make more informed hiring decisions, matching candidates' skills and qualifications with job requirements. This can reduce the time and resources spent on evaluating candidates and increasing the likelihood of successful job placements.

This work was supported by a grant from Walmart