What is the Certified HR Strategy and Planning Specialist?

The Certified HR Strategy and Planning Specialist is a globally recognised professional certification by the Global Leadership Institute (GLI), designed to equip professionals with advanced competencies in Human Resources & OD.

How long does this certification take?

The programme is 10 Weeks and can be completed at your own pace through our self-paced online option, or alongside live virtual sessions.

Is this certification globally recognised?

Yes. GLI certifications are internationally recognised and carry CPD credits, making them valuable for career advancement worldwide.

What level is this certification?

This is a Advanced Level certification, suitable for professionals with relevant experience or background in the field.

You can enrol by emailing info@certifications.ac, contacting us via WhatsApp at +254 722 223 084, or filling the enrolment form below.

Certified HR Strategy and Planning Specialist in United Arab Emirates

Course Curriculum

Programme Modules

Click any module to explore the detailed curriculum topics included in this certification.

Foundations and Strategic Context of Certified HR Strategy and Planning Specialist

Certified HR Strategy and Planning Specialist: industry context, trends and professional standards
The HR function: roles, operating models and value creation
Aligning HR strategy with organisational strategy
The employee lifecycle and HR value chain
HR competencies and professional standards (SHRM, CIPD)
The business partner and centre-of-excellence model
HR's role in culture, values and employer brand
Ethics, confidentiality and professional conduct in HR
Employment relationship and the psychological contract
Global and comparative HR contexts
Building a personal HR development plan

Attracting and Hiring Well

Employer brand and candidate experience
Selection validity and structured hiring
Onboarding and time to productivity
Career architecture and internal mobility
Absence, capability and ill-health management
Collective relations and union engagement
Restructuring, redundancy and organisational change
HR service delivery and case management
HR technology selection and implementation
Flexible and hybrid working design
Exit, offboarding and organisational memory
Workforce planning and the capability gap
Reward architecture and pay equity
Performance management that changes behaviour
Employee relations, discipline and fair process

Designing Roles and Paying Fairly

Job design and role architecture
Reward architecture and pay equity
Inclusion and the fairness of people decisions
Interpreting financial statements
Offer management, negotiation and pre-boarding
Time-to-hire, quality-of-hire and cost metrics
Instructional design and blended learning
Career development and internal mobility
Learning technologies and the LMS
Appraisal, calibration and managing underperformance
Pay structures, benchmarking and market pricing
Benefits design, pensions and flexible benefits
Employee voice, surveys and action planning
Integrated and sustainability reporting
Retention strategy and turnover analysis

Managing Performance and Capability

Performance management that changes behaviour
Absence, capability and ill-health management
Employee engagement and what actually drives it
Reporting quality and governance
Designing an HR intervention or policy
Stakeholder engagement and risk management
Ratio and trend analysis
Span of control, delayering and operating models
Management accounts and dashboards
Evaluating learning impact (Kirkpatrick, ROI)
Objective setting: KPIs, OKRs and cascading goals
Budget vs actual and variance
Cost and profitability analysis
KPIs and performance reporting
Headcount budgeting and establishment control

Discipline, Grievance and Fair Process

Employee relations, discipline and fair process
Employment compliance and the HR risk agenda
Collective relations and union engagement
Process automation and workflow
Digital HR and the employee experience platform
Inclusive leadership and allyship
Organisational culture assessment and change
The HR business partner role and mandate
Facilitation and difficult conversations
Sustaining and measuring change
Confidentiality and handling sensitive data
Conflicts of interest and integrity
Corporate governance and HR’s role
Decision support and insight
Diagnosis and evidence gathering

Developing, Retaining and Exiting

Learning transfer and capability building
Career architecture and internal mobility
Exit, offboarding and organisational memory
Whistleblowing and speak-up culture
Reporting automation
Competency frameworks and skills taxonomies
Talent review and succession in practice
People analytics and HR measurement
The HR operating model and business partnering
Organisational design principles and structures
Discipline, conduct and fair-process management
HR metrics, KPIs and the HR scorecard
Employment law framework and contracts of employment
HR function performance and service levels
Continuous improvement and lean HR

The HR Professional Remit

The HR operating model and business partnering
Employment compliance and the HR risk agenda
HR service delivery and case management
Regulatory compliance and audit
Cost, quality and cycle-time metrics
Communicating financial results
Customer (employee/manager) satisfaction
Recruitment marketing and candidate attraction
Psychodynamic and psychoanalytic approaches
Health and safety legal duties
Cross-cultural and global inclusion
Embedding values and behaviours
Communicating and reporting to leadership
Managing HR projects and change
Team leadership within HR

Diversity and Inclusion

Diversity and pay-equity analytics
Belonging, culture and employee resource groups
Diversity, inclusion and inclusive leadership
Team diversity and inclusion
Assets, liabilities and equity reporting
Brand strategy, identity and equity
Gender, youth and social inclusion in agricultural development
Community engagement and equity
Brand equity and positioning
Financial inclusion and the evolving customer
Financial inclusion and agency banking
Digital accessibility and inclusion
Financial inclusion and serving underbanked markets
The business case for diversity and inclusion
Financial inclusion strategy

International Practice

Global sourcing and international trade
International and cross-border tax
Professional roles, boundaries and settings
Grades, standards and export certification (GlobalG.A.P.)
Global sourcing and trade
The agricultural sector: systems, actors and global food value chains
Transfer pricing and international tax
Cross-cultural communication
Managing virtual and cross-cultural teams
Key global frameworks: FAO, GlobalG.A.P., SDGs and national strategies
Linking performance to reward and consequence
Sustaining ethical, effective practice

Standards and Improvement

Process improvement and HR operating efficiency
Data quality, integration and master data
Driving measurable banking improvement
Quality assurance of audit
Assurance engagements and standards
Continuous improvement of delivery
Quality assurance and standards
Continuous improvement of programmes
Ethics and professional standards in finance
Standard costing and variance analysis
Continuous improvement of finance processes
Designing a service or experience improvement
Coaching and quality monitoring
Roles, conduct and professional standards in banking
Service quality and turnaround metrics

Workforce Practice

Workforce reporting and storytelling with data
Cost of workforce and ROI of HR interventions
Applicant tracking systems and recruitment analytics
Data protection and employee privacy
Future of work and workforce transformation
Employer branding and employee value proposition (EVP)
Employee and manager self-service
Communicating risk to the workforce
Workforce and shift management in retail
Workforce management and scheduling
Loyalty programmes and rewards
Succession planning and talent pipelines
Reward strategy and total reward frameworks
Talent sourcing channels and pipelines
High-potential identification and talent reviews

People Development

Absence, attendance and capability management
Coaching leaders and managers
Organisation development principles and practice
Building a coaching culture
Measuring coaching and mentoring impact
Capability and skills frameworks
Leadership and management development
Coaching models and frameworks (GROW)
Competency framework development
Facilitation, coaching and mentoring
Knowledge management and capability building
Attachment and developmental theory
Ethical frameworks and codes of practice
Lessons learned and development
Wellbeing and resilience coaching

Performance and Measures

Linking CX to business performance
Service KPIs: CSAT, NPS, CES, SLAs
Net Promoter Score and satisfaction metrics
Performance management in service
Coaching for performance
Banking KPIs and branch scorecards
Sales performance and pipeline management
Social performance and outreach
Performance and dispute management
Performance scorecards and reviews
Investment principles and objectives
Funnel, pipeline and conversion metrics
Customer and brand health metrics
Dashboards and performance reporting
Duty of care and risk management

Culture and Wellbeing

Attrition, engagement and productivity analytics
Culture change and behaviour embedding
Motivation and engagement
Policy, institutions and the enabling environment for agriculture
Advocacy and policy engagement
Record-keeping and data protection
Complaints, accountability and fitness to practise
Legal responsibilities and professional bodies
Client feedback and satisfaction
Behaviour change and adoption of innovations
Service culture and brand promise
Managing resistance and engagement
Wellbeing and holistic health strategy
Worker engagement and empowerment
Values, purpose and authentic leadership

Legal and Compliance

HR policies, handbooks and compliance
Consulting skills and contracting with the business
Policy, planning and objectives
Legal and other requirements
Compliance monitoring and enforcement
Regulatory awareness and compliance
Contract types and risk allocation
Contract administration and variation
Contract performance and exit
Contract governance and compliance
Tax administration and compliance
Regulatory reporting and audits
Building a culture of compliance
Regulatory liquidity ratios (LCR, NSFR)
Governance, risk and compliance

Evidence and Analytics

Descriptive, diagnostic and predictive analytics
Evidence-based HR decision-making
People analytics tooling and dashboards
People analytics maturity and operating model
Benchmarking and external data sources
Ethical use of AI and analytics in HR
Cybersecurity and data protection in HR
Web and campaign analytics
Customer data platforms and segmentation
Web, campaign and funnel analytics
Sales analytics and forecasting tools
Measurement and analytics for media and social campaigns
Health records, data and confidentiality
Analytical techniques and bias
Data visualisation for finance

Change and Organisation

Communication strategy in change programmes
Large-scale transformation and agile ways of working
Commercial awareness and organisational context
Change management models (Kotter, ADKAR, Lewin)
Implementation and change plan
Diagnosing organisational readiness for change
Technology governance and change control
Foreign exchange and hedging
Change management and adoption
The finance function and digital transformation
Governance and organisational value
Change and adoption in projects
Agile and digital transformation projects
Measuring change and project impact
Baseline setting and change control

Leadership Practice

Vendor management and system governance
Leadership versus management and when each is needed
Situational and adaptive leadership
Ethical leadership and integrity
Strategic decision-making under uncertainty
Delegation and empowerment
Self-awareness and the leader's identity
Ethics and responsible leadership
Delegating for development
Quality management and standards
Category management and strategy development
Data quality and master data management
Security governance and management systems
Key account management
Journey management and tracking

Communication and Influence

Stakeholder mapping and influencing
Ethics in communications
Communications strategy and planning
Internal communications
Corporate social responsibility communications
Presentation and public speaking
Professional report and presentation
Voice, communication and delivery
Management reporting and decision support
Regulatory reporting and disclosure
Board reporting and information flows
Communication planning and management
Reporting and dashboards
Managing expectations and influence
Negotiation and conflict management

Stakeholders and Partnering

Change, restructuring and consultation
Shareholder and stakeholder rights
Transparency and stakeholder trust
Categories of spend and stakeholders
Strategic customer relationships
Managing boundaries and dual relationships
Peer support and consultation
Evidence-based improvement
The project environment and stakeholders
Stakeholder and sponsor management
Stakeholder rights and fair treatment
Negotiation with clients and partners
Managing risk and difficult cases
Partnership building and multi-stakeholder platforms
Relationship management and retention

Learning and Training

Motivation and self-directed learning
Training needs analysis and learning strategy
Monitoring, evaluation and learning for accountability
Designing and facilitating groups
Facilitation and workshops
Facilitation, training and public presentation skills
Driving effective, ethical outcomes
Group dynamics, facilitation and community mobilisation
Complaint data and learning
Training and capability building
Training needs analysis
Virtual and hybrid facilitation
Blended and hybrid learning design
Instructional design models (ADDIE, SAM)
Cognitive load and learning science

Financial Awareness

Business case, cost and impact analysis
Psychoeducation and workshops
Cost recovery and tariffs
Cost, feasibility and impact analysis
The banking system, intermediation and financial markets
Types of banks and financial institutions
Anti-corruption and financial-crime ethics
Operational efficiency and cost-to-income
Financial statement and cash-flow analysis
Development banking and project finance
SME lending and value-chain finance
Working with organisations on wellbeing
Health financing: budgets, insurance and out-of-pocket realities
Preparing financial statements
Financial reporting frameworks (IFRS/GAAP)

Operations and Service

AI and automation in HR processes
Competitive bidding processes
Business process mapping
Climate-smart agriculture: productivity, adaptation, mitigation
Ethical, risk and feasibility considerations
Integration with quality and environment
Design review and quality
Productivity, collaboration and workflow tools
Process improvement and lean thinking
Productivity and efficiency improvement
The procurement cycle and operating models
Growing value through service
Leading service teams
Building a service culture
Leading service projects and change

Risk and Governance

Managing tax risk and audits
Audit evidence, sampling and professional scepticism
Professional case study and presentation
Governance, risk and compliance (GRC)
Public, private and non-profit governance
Responsible and sustainable governance
Committees: audit, risk, remuneration
Governance frameworks and codes
Environmental governance and climate risk
Governance of ESG and reporting
Evidence-based practice
Control monitoring and reporting
Risk-based audit planning
Data analytics in audit
Audit risk and materiality

Technology and Systems

CRM and marketing automation platforms
Scaling technologies and business models
Digital advisory, e-extension and mobile services
Traceability, recall and quality assurance systems
Quality management systems and audits
Digital and self-service transformation
Closed-loop feedback systems
Self-service and digital support
CRM systems and customer data
Customer service technology stack
Technology selection and integration
Branch-to-digital migration
Digital banking platforms and APIs
Payment technology and switches
Automation, RPA and straight-through processing

Projects and Delivery

Telehealth and digital care delivery
Public health programmes: prevention and outreach
Forecasting and planning
Designing an intervention or programme
Risk assessment and safety planning
Treatment planning and review
Goal setting and action planning
Projects, programmes and portfolios
Project management standards (PMI, PRINCE2)
Project roles and the project manager
Project governance and assurance
Goal setting and contracting
Media planning and buying
Project governance frameworks
Compliance and regulatory projects

Ethics and Professional Standards

Professional ethics and codes of conduct in HR
Confidentiality and health data
Ethical decision-making under pressure
Professional standards and continuing development
Professional standards and ethics (CIPS)
Ethics and professional conduct in security
Ethics in tax practice
Ethics, transparency and reputation
Ethics and treating customers fairly in insurance
Regulation, ethics and misinformation in media and telecoms
Ethical principles and codes of practice
Ethics and transparency in tax
Data ethics, privacy and responsible analytics
Ethics and duty of care
Professional ethics and duty of care

Health and Wellbeing at Work

Predictive safety analytics
Automation and safety technology
Toolbox talks and safety communication
Innovation culture, incentives and psychological safety
Event risk, safety and contingency planning
Industrial utilities, energy and process safety interfaces
Managing complexity and comorbidity
Workplace and organisational contexts
Change talk and readiness
Habit change and behaviour design
Healthcare quality, safety and accreditation
Brand health and measurement
Regulatory compliance and biosafety
Measuring brand health
Safety culture and leadership

Teams and Collaboration

Leading project teams
Building high-performing project teams
Cross-functional collaboration with product and service
Team leadership in sales and marketing
Team leadership in field and project settings
Accountability and follow-through
Team leadership in banking operations
Innovation and fintech collaboration
Measuring coaching outcomes
Aligning teams around strategy
Team formation and effectiveness models (Tuckman, Lencioni)
Cross-functional and matrix teams
Leading remote and hybrid teams
High-performance team rituals and cadence
Strengths, flow and engagement

Strategic Context

Sustainability strategy and materiality
Embedding responsible business
Meaning, purpose and values
Business continuity and recovery
Business model design and unit economics
Vision, mission and strategic intent
Competitive strategy and positioning
Business model design and innovation
Setting strategic priorities and choices
Strategy execution and the balanced scorecard
Measuring strategic progress
Real options and strategic investment
Turning strategy into results
Digital transformation and IT strategy
Procurement’s contribution to organisational strategy

Certified HR Strategy and Planning Specialist

Certified HR Strategy and Planning Specialist

Certification at a Glance

Who Should Enrol?

Everything Included in Your Enrolment

Why This Certification Matters for Your Career

Core Competencies You Will Develop

Programme Modules

What You Will Achieve

How to Get Certified

Common Questions

What Our Alumni Say

You May Also Like

Certified Talent Acquisition Manager

Certified Strategic Workforce Planner

Certified Onboarding and Induction Specialist

Certified HR Technology Strategist

Certified Personnel Records Manager

Certified Offboarding and Exit Management Expert