What is the Certified Strategic HR Business Partner?

The Certified Strategic HR Business Partner 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 Strategic HR Business Partner in Bahrain

Executive Summary

Certified Strategic HR Business Partner

Designed for today’s high-impact professionals, the Certified Strategic HR Business Partner (SHRBP) delivers a rigorous Advanced-level curriculum that equips participants with the knowledge, tools and frameworks needed to excel in human resource management, talent development and organisational effectiveness.

This 10 Weeks programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s SHRBP holders are recognised by leading organisations across Africa, the Gulf, Europe and the Americas as qualified, results-driven professionals. Whether you are advancing your current career or transitioning into new responsibilities, this certification provides the competitive edge you need in 2026 and beyond.

Programme Overview

Certification at a Glance

Certification

Certified Strategic HR Business Partner

Acronym

SHRBP

Who Should Enrol?

HR Managers and Directors
HR Business Partners
Learning and Development Managers
Employee Relations and OD Specialists

Programme Inclusions

Everything Included in Your Enrolment

All study materials and study guide
Access to GLI online learning portal
Online examination and assessment
Digital certificate and digital badge
Physical certificate (shipped to you)
CPD credits for professional bodies
GLI alumni network membership
Facilitator and tutor support
Resource downloads and reference library
Automatic enrolment confirmation

Certification Benefits

Why This Certification Matters for Your Career

Career Advancement

Accelerate your career towards CHRO and senior people-management roles

Professional Recognition

Credential aligned with SHRM, CIPD and ILO Labour Standards

Leadership Capability

Develop the strategic and operational skills to lead complex human resource management functions

Organisational Impact

Design and implement human resource management systems that drive performance and measurable results

Compliance Readiness

Master the standards, compliance and ethical governance central to human resource management

Global Employability

Qualify for human resource management roles across multinationals, NGOs and international organisations worldwide

Competency Framework

Core Competencies You Will Develop

✦Talent Acquisition, Resourcing and Onboarding

✦Learning, Development and Talent Management

✦Performance, Reward and Employee Relations

✦HR Strategy, Analytics and Workforce Planning

✦Employment Law, Compliance and HR Governance

✦Professional Ethics and Governance

Course Curriculum

Programme Modules

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

Foundations and Strategic Context of Certified Strategic HR Business Partner

Certified Strategic HR Business Partner: 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

Business Partnering in Substance

The HR operating model and business partnering
People analytics and HR measurement
Performance management that changes behaviour
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
Selection validity and structured hiring
Reward architecture and pay equity
Employee relations, discipline and fair process
Employee engagement and what actually drives it
Learning transfer and capability building
Talent review and succession in practice
Employment compliance and the HR risk agenda

The People Agenda Behind the Strategy

Workforce planning and the capability gap
Talent review and succession in practice
Career architecture and internal mobility
Competency frameworks and skills taxonomies
Absence, capability and ill-health management
Collective relations and union engagement
Restructuring, redundancy and organisational change
Inclusion and the fairness of people decisions
Employer brand and candidate experience
Onboarding and time to productivity
Job design and role architecture

Risk, Compliance and the Board

Employment compliance and the HR risk agenda
Restructuring, redundancy and organisational change
Employee relations, discipline and fair process

Reward and Fairness as Leadership Choices

Reward architecture and pay equity
Inclusion and the fairness of people decisions
Employee engagement and what actually drives it

Technology, Service and the Function

HR technology selection and implementation
HR service delivery and case management
The HR operating model and business partnering

The HR Operating Model

The HR operating model and business partnering
HR service delivery and case management
People analytics and HR measurement

Culture and Wellbeing

Customer and community engagement
Building a culture of compliance
Innovation and experimentation culture
DevOps culture and practices
Assurance engagements and standards
Analytical techniques and bias
Goal setting and behavioural change in coaching
Engagement and motivation
Measuring engagement and impact
Safety culture and behaviour
Stakeholder mapping and engagement
Codes of conduct and values
Building an ethical culture
Stakeholder and investor engagement
Attrition, engagement and productivity analytics

Legal and Compliance

Governance, risk and compliance
Regulatory awareness (GDPR and beyond)
Governance, compliance and standards (ISO 27001)
Vendor, contract and asset management
Risk, compliance and audit
Regulatory capital for credit
Recovery and legal remedies
Regulatory capital and ratios
Customs, clearing and compliance
ABC analysis and stock policy
Preparing financial statements
Working with law enforcement and regulators
Assets, liabilities and equity reporting
Visitor and contractor management
Interpreting financial statements

Evidence and Analytics

Web and campaign analytics
Customer data platforms and segmentation
Web, campaign and funnel analytics
Sales analytics and forecasting tools
Market research design and methods
Qualitative and quantitative research
Translating insight into strategy
Ratio and trend analysis
Baseline surveys and data collection tools
Data quality, analysis and reporting
Budget vs actual and variance
Data quality and governance
Customer personas and insight
Marketing analytics and attribution
Cost and profitability analysis

Change and Organisation

Measuring growth and transformation impact
Forecasting and planning
Digital and market transformation
Behaviour change and adoption of innovations
Customer experience transformation
Digital and self-service transformation
Measuring CX transformation impact
Digital transformation in banking
Foreign exchange and treasury operations
Technology governance and change control
Foreign exchange and hedging
Digital transformation strategy
Measuring digital transformation impact
Digital transformation roadmaps
Change management and adoption

Leadership Practice

Quality management systems and audits
Omnichannel and channel management
Queue management and service flow
Workforce management and scheduling
Front-office and reception management
Relationship management and retention
Performance management in service
Handling escalations as a leader
Team leadership in customer service
Teller operations, cash handling and vault management
Operational efficiency and channel management
Procurement and stock management for health commodities
Management accounts and dashboards
Decision support and insight
Duty of care and risk management

Communication and Influence

Security metrics and reporting
Communications and coordination
Tax provisioning and reporting
Property viewings, offers and negotiation to close
Proposal development and donor reporting
The media and telecommunications landscape
KPIs and performance reporting
Financial reporting frameworks (IFRS/GAAP)
Integrated and sustainability reporting
Reporting quality and governance
Communicating financial results
Project data, reporting and analytics
Conflict resolution and negotiation
Commercial negotiation and value capture
Integrated marketing communications

Stakeholders and Partnering

Data visualisation for finance
The project environment and stakeholders
Stakeholder rights and fair treatment
Delivery, quality and stakeholder plan
Stakeholder identification and analysis
Stakeholder engagement strategy
Building project relationships
Building strategic customer relationships
Partnering and co-creation with customers
Reporting automation
Partnership building and multi-stakeholder platforms
Trends: ESG, transparency and stakeholder capitalism
Shareholder and stakeholder rights
The HR business partner role and mandate
Stakeholder mapping and influencing

Learning and Training

Learning cultures and the learning organisation
Facilitation skills and presence
Virtual and hybrid facilitation
Blended and hybrid learning design
Motivation and self-directed learning
Training needs analysis and learning strategy
Facilitation and difficult conversations
Facilitation, coaching and mentoring
Monitoring, evaluation and learning for accountability
Designing and facilitating groups
Facilitation and workshops
Group dynamics, facilitation and community mobilisation
Training and capability building
Training needs analysis
Instructional design models (ADDIE, SAM)

Financial Awareness

Total cost of ownership
Financial risk types and management
Fleet management and costs
Logistics KPIs and cost control
Ration formulation and least-cost feeding
Financial inclusion strategy
The role of finance in organisations and value creation
Financial, management and cost accounting distinguished
Financial statements and the accounting equation
Stakeholders and users of financial information
Ethics and professional standards in finance
Microfinance and group lending
Financial inclusion and agency banking
Psychodynamic and psychoanalytic approaches
Impact, blended and concessional finance

Operations and Service

Service culture and brand promise
Innovation in service delivery
Journey and process redesign
Professional ethics in customer service
Governance of service standards
Responsible and ethical service
Service KPIs: CSAT, NPS, CES, SLAs
Quality monitoring and coaching
Continuous improvement in service
Driving measurable service improvement
Customer service and CX strategy
Business process mapping
Quality assurance and standards
Continuous improvement of finance processes
Process improvement and HR operating efficiency

Risk and Governance

Access control systems and identity management
Threat and risk assessment for principals
Travel risk management
Programme governance
Tax risk management
Managing tax audits and queries
NGO governance, boards and registration
How insurance works: risk pooling and the value chain
Underwriting principles and risk selection
Bancassurance and digital insurance models
In-process quality control and inspection
Risk assessment and safety planning
Project governance and assurance
Project governance frameworks
Change control and configuration

Technology and Systems

Payment technology and switches
Automation, RPA and straight-through processing
Cybersecurity and fraud technology
Digital credit and alternative data
Scaling technology and teams
Professional ethics in technology
Digital accessibility and inclusion
Innovation and technology investment
Treasury technology and systems
Warehouse management systems (WMS)
Risk assessment and safe systems of work
Ethics of technology in practice
Agile and digital transformation projects
Portfolio and resource management systems
Automation in project delivery

Projects and Delivery

Campaign planning and execution
Account planning and whitespace analysis
Leading campaigns and sales projects
Team leadership in field and project settings
Professional roles, boundaries and settings
Ethical principles and codes of practice
Implementation planning and risk management
HACCP principles and prerequisite programmes
Advisory service design and delivery
Designing voice-of-customer programmes
Governance of the CX programme
Sustainability and social impact in projects
Health, safety and compliance in delivery
Project KPIs and performance metrics
Quality and delivery metrics

Ethics and Professional Standards

Ethics and fair customer treatment
Ethics and integrity in banking
Professional ethics and banking conduct
Integrity, confidentiality and conflicts
Anti-corruption and financial-crime ethics
Data ethics and customer privacy
Data ethics, privacy and protection
Ethics and independence
Ethics in communications
Ethics and suitability
Ethics, supervision and reflective practice
Ethical frameworks and codes of practice
Driving effective, ethical outcomes
Ethical, risk and feasibility considerations
Data, records and confidentiality tech

Health and Wellbeing at Work

Resilience, wellbeing and stress management
Event risk, safety and contingency planning
Industrial utilities, energy and process safety interfaces
Managing boundaries and dual relationships
Peer support and consultation
Sustaining ethical, effective practice
Health records, data and confidentiality
Telehealth and digital care delivery
Public health programmes: prevention and outreach
Record-keeping and data protection
Healthcare quality, safety and accreditation
Confidentiality and health data
Driving measurable safety improvement
Designing a safety programme or control
Job safety analysis (JSA) and task risk

Teams and Collaboration

Servant leadership and self-organising teams
Virtual and distributed teams
Team leadership and motivation
Leading project teams
Team development and effectiveness
Coaching and developing team members
Managing virtual and cross-cultural teams
Building high-performing project teams
Cross-functional collaboration with product and service
Team leadership in sales and marketing
Leading service teams
Leading remote and hybrid teams
Team diversity and inclusion
High-performance team rituals and cadence
Team leadership in security operations

Strategic Context

Sourcing strategies and portfolio (Kraljic)
Negotiation strategy and planning
Aligning security with business goals
Insurance products and lines of business
Manufacturing strategies: make-to-stock, make-to-order and batch versus flow
Complaints, accountability and fitness to practise
Events, banqueting and MICE business
The media business: audiences, advertising and subscription
Content strategy across platforms
Business case and strategic alignment
Business case and requirements
Category management and strategy
Investment strategy and allocation
Hedging strategies and instruments
Strategic analysis: PESTLE, SWOT and Porter’s Five Forces

Diversity and Inclusion

Cross-cultural and global inclusion
Brand strategy, identity and equity
Nomination, succession and diversity
Diversity and pay-equity analytics
Legal responsibilities and professional bodies
Community engagement and equity
Brand equity and positioning
Financial inclusion and the evolving customer
Financial inclusion and serving underbanked markets
Client feedback and satisfaction
Managing risk and difficult cases

Standards and Improvement

Productivity and efficiency improvement
Professional standards and ethics (CIPS)
Supplier development and improvement
Data quality and master data management
Sustainable procurement principles and standards
Continuous risk monitoring
Costing production: standard costs, variances and the true cost of scrap
Service quality and the passenger experience in transport
Quality management on site: inspections, hold points and defects
Evidence-based improvement
Innovation and continuous delivery
Roles, standards and professional conduct
Designing a service or experience improvement
Coaching and quality monitoring
Roles, conduct and professional standards in banking

Workforce Practice

Talent and capability ecosystems
Career and talent development
Employee engagement models and drivers
Data protection and employee privacy
Succession planning and talent pipelines
Talent sourcing channels and pipelines
High-potential identification and talent reviews
Communicating risk to the workforce
Workforce and shift management in retail
Loyalty programmes and rewards
Workforce planning and scheduling
Customer and employee satisfaction
Employee experience and engagement

People Development

Real estate development and project appraisal
Attachment and developmental theory
Psychoeducation and workshops
Lessons learned and development
Wellbeing and resilience coaching
Measuring coaching outcomes
Scaling delivery capability
Project management plan development
Schedule development and optimisation
Sales enablement and coaching
Working with organisations on wellbeing
Category management and strategy development
Designing an intervention or programme
Professional case study and presentation
Coaching for performance

Performance and Measures

Linking CX to business performance
Net Promoter Score and satisfaction metrics
Banking KPIs and branch scorecards
Sales performance and pipeline management
Social performance and outreach
Performance and load testing
Metrics, velocity and flow
Measuring IT value and performance
Investment principles and objectives
Performance measurement and attribution
Warehouse performance metrics
Planning performance and service
Performance monitoring and KPIs
Metrics and reporting
Performance management systems and cycles

Professional Leadership Practice

NGO financial management and budget-versus-actual discipline
Procurement and asset management under donor rules
Reinsurance and capacity management
Disruption management: delays, claims and recovery
Energy efficiency and demand management
Range planning and category management
Ground control and strata management
Mine water, tailings and environmental management
Subcontractor and supplier management
Front office and reservations management
Evidence-based practice
Coaching leaders and managers
Communicating and reporting to leadership
Team leadership within HR
Knowledge management and capability building

Learning Outcomes

What You Will Achieve

Establish a comprehensive understanding of Certified Strategic HR Business Partner principles aligned with SHRM, CIPD and ILO Labour Standards
Apply evidence-based methods to improve human resource management, talent development and organisational effectiveness
Master talent acquisition, resourcing and onboarding and learning, development and talent management
Apply performance, reward and employee relations and hr strategy, analytics and workforce planning in real-world settings
Lead risk management, quality and compliance relevant to your field
Design stakeholder engagement and professional communication strategies
Use data-driven decision-making and performance-measurement tools effectively
Apply internationally recognised best practice to advance your career in human resource management

Enrolment Process

How to Get Certified

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Work through 30 structured modules and 150 lessons at your own pace, with downloadable resources and expert-designed content — all inside the LMS.

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Sit your final examination online, earn your certificate instantly, and receive a globally verifiable Certificate ID — plus GLI Alumni Network access.

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Frequently Asked Questions

Common Questions

What is the SHRBP certification?

Yes. GLI certifications are recognised across 100+ countries and are aligned with SHRM, CIPD and ILO Labour Standards. Graduates receive a digital certificate, a physical certificate and CPD credits recognised by employers worldwide.

Who should enrol in the SHRBP?

This certification is ideal for HR Managers and Directors, HR Business Partners, Learning and Development Managers and Employee Relations and OD Specialists, and other professionals seeking to formalise their expertise in human resource management, talent development and organisational effectiveness with a globally recognised credential.

How long does the SHRBP certification take to complete?

The programme is structured over 10 Weeks and offers flexible learning modes. Self-paced learners can progress at their own schedule, while live virtual participants follow a structured cohort schedule with facilitator-led sessions.

Is the SHRBP internationally recognised?

What is the cost of the SHRBP certification?

The Certified Strategic HR Business Partner is offered in two formats: Self-Paced at USD 449 and Live Virtual at USD 649. Corporate group rates are available for organisations enrolling 5 or more participants. Contact GLI for a bespoke corporate training quotation.

What does the SHRBP certification include?

Enrolment includes all study materials and study guides, access to GLI's online learning portal, online examination, digital certificate and badge, physical certificate (posted), CPD credits, GLI alumni network membership, and ongoing facilitator support.

What is the assessment format for the SHRBP?

The Certified Strategic HR Business Partner is assessed through an online examination consisting of multiple-choice questions, case study analysis, and practical application assignments. The assessment is designed to evaluate real-world competency, not just theoretical recall.

What CPD credits do I earn from the SHRBP?

The Certified Strategic HR Business Partner carries Continuing Professional Development (CPD) credits, which can be applied towards professional body requirements including recognised international professional associations.

Can I study the SHRBP while working full-time?

Absolutely. The self-paced option is designed for busy working professionals and allows you to study when and where it suits you. Live virtual sessions are typically scheduled in the evenings or on weekends to accommodate professional commitments.

What career outcomes can I expect from the SHRBP?

Graduates progress towards CHRO and senior people-management roles. The SHRBP strengthens your expertise in human resource management, talent development and organisational effectiveness and positions you for advancement across multinationals, NGOs and international organisations.

Certified Strategic HR Business Partner

Certified Strategic HR Business Partner

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

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