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 (SHRBP)

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

The full programme, module by module.

1

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

2

The HR Operating Model and Partnering

Selection validity and structured hiring · Workforce planning and critical-role risk · People analytics done honestly · Reward architecture and pay equity

3

HR risk, ethics and the confidentiality boundary

HR risk, ethics and the confidentiality boundary · Organisational design and development interventions · Aligning HR strategy with organisational strategy · Evaluating learning impact (Kirkpatrick, ROI)

4

Organisational design and development interventions

Organisational design and development interventions · Aligning HR strategy with organisational strategy · The employee lifecycle and HR value chain · Cybersecurity and data protection in HR

5

Aligning HR strategy with organisational strategy

Aligning HR strategy with organisational strategy · The employee lifecycle and HR value chain · HR competencies and professional standards (SHRM, CIPD) · Retention strategy and turnover analysis

6

employee lifecycle and HR value chain

The employee lifecycle and HR value chain · HR competencies and professional standards (SHRM, CIPD) · The business partner and centre-of-excellence model · Peer support and consultation

7

HR competencies and professional standards

HR competencies and professional standards (SHRM, CIPD) · The business partner and centre-of-excellence model · HR's role in culture, values and employer brand · HR metrics, KPIs and the HR scorecard

8

Sustainability

Corporate social responsibility and ESG · Responsible and sustainable banking · Social performance and outreach · Sustainable and green banking

9

Public and Community Context

Proposal development and donor reporting · Psychoeducation and public communication · Media and public communication · Driving effective, ethical outcomes

10

Knowledge and Learning

Learning transfer and capability building · Learning technologies and the LMS · Records management and retention · Knowledge management and capability building

11

Leadership and Management

Inclusive leadership and allyship · Customer (employee/manager) satisfaction · Communicating and reporting to leadership · Team leadership within HR

12

People and Capability

Talent review and succession in practice · Collective relations and union engagement · Workforce planning and the capability gap · Employee engagement and what actually drives it

13

Strategy and Direction

Communication strategy in change programmes · Communications strategy and planning · Competitive bidding processes · Financial inclusion strategy

14

Operations and Delivery

Process improvement and HR operating efficiency · Span of control, delayering and operating models · Employee voice, surveys and action planning · Employee relations, discipline and fair process

15

Communication and Influence

Giving and receiving feedback · Voice of the customer and feedback · Negotiation tactics and behaviours · Influencing and security awareness

16

Change and Innovation

Culture change and behaviour embedding · Large-scale transformation and agile ways of working · The finance function and digital transformation · Continuous improvement of finance processes

17

Data and Measurement

People analytics tooling and dashboards · Benchmarking and external data sources · Ethical use of AI and analytics in HR · People analytics and HR measurement

18

Financial Acumen

Embedding values and behaviours · Treatment planning and review · Costing production: standard costs, variances and the true cost of scrap · Managing complexity and comorbidity

19

Risk and Governance

Employment compliance and the HR risk agenda · Corporate governance and HR’s role · Regulatory compliance and audit · Project governance frameworks

20

Stakeholders and Partners

Exit, offboarding and organisational memory · The HR business partner role and mandate · NGO governance, boards and registration · Managing boundaries and dual relationships

21

Digital and Technology

Flexible and hybrid working design · Digital HR and the employee experience platform · HR technology selection and implementation · Telehealth and digital care delivery

22

Ethics and Integrity

Professional ethics and codes of conduct in HR · Conflicts of interest and integrity · Ethics and duty of care · Professional ethics and duty of care

23

Self-Leadership

Self-awareness and the leader's identity · Working with organisations on wellbeing · Wellbeing and resilience coaching · Servant leadership and self-organising teams

24

People Administration

Recruitment marketing and candidate attraction · Linking performance to reward and consequence · Performance management in service · Capacity and performance management

25

Customers and Markets

Pay structures, benchmarking and market pricing · E-commerce and marketplace selling · Cross-functional collaboration with product and service · Carbon markets and climate finance

26

Projects and Delivery

Managing HR projects and change · Accountability and follow-through · Project roles and the project manager · Change and adoption in projects

27

Inclusion and Culture

Whistleblowing and speak-up culture · Organisational culture assessment and change · Cross-cultural and global inclusion · Safety culture, leadership and behaviour

28

Legal and Policy

Designing an HR intervention or policy · Health and safety legal duties · Regulation, ethics and misinformation in media and telecoms · Vendor, venue and supplier contracting for events

29

Cross-Cultural Leadership

Cross-cultural communication · Managing virtual and cross-cultural teams · Expanding into regional and export markets · Overall equipment effectiveness and downtime analysis

30

Suppliers and Partners

Procurement and supply chain: scope and value · Procurement’s contribution to organisational strategy · Supply markets and the enabling environment · Digital procurement and the future of the profession

Every module opens in the learning portal with its full lesson set, worked examples, further reading and video masterclasses. 30 modules · 150 lessons.

Learning Outcomes

What You Will Achieve

The HR Operating Model and Partnering — applied to your own work
HR risk, ethics and the confidentiality boundary — applied to your own work
Organisational design and development interventions — applied to your own work
Aligning HR strategy with organisational strategy — applied to your own work
employee lifecycle and HR value chain — applied to your own work
HR competencies and professional standards — applied to your own work

Enrolment Process

How to Get Certified

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Step 1: Choose Your Certification

You are viewing Certified Strategic HR Business Partner — one of GLI's 1,990+ globally recognised professional certifications.

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Step 2: Enrol & Pay Online — Instantly

Click Enrol & Study Online to register and pay securely via Paystack, Visa, Mastercard, M-Pesa or bank transfer. Access is granted the moment payment is confirmed.

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Step 3: Study in the GLI Learning Portal

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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Step 4: Pass, Get Certified & Verified

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

🎓 Enrol & Study Online — Instant Access

Secure checkout · Instant LMS access · Globally verifiable certificate

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?

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.

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.

Graduate Voices

What Our Alumni Say

“

The curriculum was directly applicable to my daily work. I immediately applied what I learned and saw results within weeks of completing the programme.

HR Director

Private Sector

“

GLI's certification is the most practical professional programme I have attended. The international frameworks gave me credibility with my employer and clients.

People Manager

NGO Sector

“

I earned my SHRBP while working full-time. The self-paced format made it possible, and the quality of the content is genuinely world-class.

Talent Lead

Government

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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