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 Ghana

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

Selection validity and structured hiring
People analytics and HR measurement
Performance management that changes behaviour
Job design and role architecture
Job analysis, job design and role profiling
Corporate social responsibility and ESG
Competency frameworks and skills taxonomies
Process improvement and HR operating efficiency
Benchmarking HR against best practice
Flexible and hybrid working design
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

The People Agenda Behind the Strategy

Workforce planning and the capability gap
Talent review and succession in practice
Career architecture and internal mobility
Managing employment disputes and tribunals
Attrition, engagement and productivity analytics
Diversity and pay-equity analytics
Applicant tracking systems and recruitment analytics
Linking performance to reward and consequence
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

Risk, Compliance and the Board

Employment compliance and the HR risk agenda
Restructuring, redundancy and organisational change
Employee relations, discipline and fair process
Forecasting and planning
Decision support and insight
HR policies, handbooks and compliance
Reporting automation
Psychodynamic and psychoanalytic approaches
Consulting skills and contracting with the business
Commercial awareness and organisational context
Attachment and developmental theory
Employee and manager self-service
Data quality, integration and master data
Vendor management and system governance
Workforce reporting and storytelling with data

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
Confidentiality and handling sensitive data
Conflicts of interest and integrity
Corporate governance and HR’s role
Professional roles, boundaries and settings
Diagnosis and evidence gathering
Implementation and change plan
Data protection and employee privacy
Ethical principles and codes of practice
Sustaining ethical, effective practice
Belonging, culture and employee resource groups
Stakeholder mapping and influencing
Coaching leaders and managers

Technology, Service and the Function

HR technology selection and implementation
HR service delivery and case management
The HR operating model and business partnering
Ethical frameworks and codes of practice
Business case, cost and impact analysis
Duty of care and risk management
Record-keeping and data protection
Organisation development principles and practice
Diagnosing organisational readiness for change
Complaints, accountability and fitness to practise
Future of work and workforce transformation
Communication strategy in change programmes
People analytics tooling and dashboards
People analytics maturity and operating model
Benchmarking and external data sources

The HR Operating Model

The HR operating model and business partnering
HR service delivery and case management
People analytics and HR measurement
Customer (employee/manager) satisfaction
Recruitment marketing and candidate attraction
Legal responsibilities and professional bodies
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
Evaluating learning impact (Kirkpatrick, ROI)
Objective setting: KPIs, OKRs and cascading goals
Client feedback and satisfaction

Culture and Wellbeing

Collective relations and union engagement
Culture change and behaviour embedding
Whistleblowing and speak-up culture
Resilience, wellbeing and stress management
Values-based decision-making
Team and engagement metrics
Motivation theories and engagement
Creating a coaching culture
Organisational culture and behaviour change
Sustaining change and embedding new behaviours
Buyer behaviour and the customer journey
Safety culture and climate
Just culture and reporting
Safety culture, leadership and behaviour
Wellbeing, fatigue and psychosocial risk

Legal and Compliance

Regulatory compliance and audit
Employment law framework and contracts of employment
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
Contracting and the three-way agreement
Customs, clearing and compliance
ABC analysis and stock policy
Accounting concepts, principles and the regulatory landscape
Governance, risk and compliance (GRC)
The regulatory and legal environment
Compliance frameworks and programmes

Evidence and Analytics

Evidence-based HR decision-making
Ethical use of AI and analytics in HR
Cybersecurity and data protection in HR
Descriptive, diagnostic and predictive analytics
Data ethics and customer privacy
Data protection and customer privacy
Data, analytics and customer insight
Data analytics in audit
Evidence, judgement and scepticism
Data migration and cleansing
Data ethics, privacy and responsible analytics
Data quality and governance
Customer personas and insight
Marketing analytics and attribution
Web and campaign analytics

Change and Organisation

Exit, offboarding and organisational memory
Organisational design principles and structures
Change management models (Kotter, ADKAR, Lewin)
Sales and marketing transformation
Measuring growth and transformation impact
Evidence-based improvement
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

Leadership Practice

Absence, capability and ill-health management
Discipline, conduct and fair-process management
Offer management, negotiation and pre-boarding
Absence, attendance and capability management
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
Liquidity and funding management
Investment portfolio management
Risk management and security frameworks
IT project and portfolio management

Communication and Influence

Reporting quality and governance
Communicating financial results
Professional case study and presentation
Communicating with families and carers
Professional writing and reports
Psychoeducation and public communication
Writing advisory reports that drive decisions
Reporting to boards and executives
Monitoring, control and reporting
Professional documentation and presentation
Communication planning and management
Integrated and sustainability reporting
Reporting and dashboards
Managing expectations and influence
Negotiation and conflict management

Stakeholders and Partnering

Change, restructuring and consultation
Strategic customer relationships
Managing boundaries and dual relationships
Peer support and consultation
Managing risk and difficult cases
The project environment and stakeholders
Stakeholder and sponsor management
Stakeholder rights and fair treatment
Delivery, quality and stakeholder plan
Stakeholder identification and analysis
Stakeholder engagement strategy
Building strategic customer relationships
Partnering and co-creation with customers
Negotiation with clients and partners
Driving effective, ethical outcomes

Learning and Training

Learning transfer and capability building
Instructional design and blended learning
Learning technologies and the LMS
Facilitation and workshops
Facilitation, training and public presentation skills
Designing and facilitating groups
Group dynamics, facilitation and community mobilisation
Complaint data and learning
Training and capability building
Training needs analysis
Instructional design models (ADDIE, SAM)
Minimum viable offer and validated learning
Continuous improvement and learning organisations
Strategic learning and the adaptive organisation
Monitoring, evaluation and learning for accountability

Financial Awareness

Cost of workforce and ROI of HR interventions
Cost, quality and cycle-time metrics
Headcount budgeting and establishment control
Time-to-hire, quality-of-hire and cost metrics
Health financing: budgets, insurance and out-of-pocket realities
Preparing financial statements
Financial reporting frameworks (IFRS/GAAP)
Interpreting financial statements
Budget vs actual and variance
Cost and profitability analysis
Data visualisation for finance
Financial statement and cash-flow analysis
Development banking and project finance
SME lending and value-chain finance
Microfinance and group lending

Operations and Service

Onboarding and time to productivity
HR function performance and service levels
AI and automation in HR processes
Designing a banking solution or process
Principles of credit and the lending process
Automation, RPA and straight-through processing
Process and control documentation
Quality assurance of audit
Competitive bidding processes
Planning performance and service
Business process mapping
The vehicle sales process from enquiry to delivery
In-process quality control and inspection
Industrial utilities, energy and process safety interfaces
Psychoeducation and workshops

Risk and Governance

Governance frameworks and codes
Environmental governance and climate risk
Governance of ESG and reporting
Designing an intervention or programme
Ethical, risk and feasibility considerations
Designing a safety programme or control
Risk assessment methodology and matrices
Dynamic and site-specific risk assessment
Residual risk and ALARP
Risk registers and monitoring
Communicating risk to the workforce
Governance of the CX programme
Corporate governance in banks
Enterprise risk management in banks
Credit risk measurement and mitigation

Technology and Systems

Digital advisory, e-extension and mobile services
Traceability, recall and quality assurance systems
Quality management systems and audits
Closed-loop feedback systems
Self-service and digital support
CRM systems and customer data
Customer service technology stack
Technology selection and integration
Emerging service technologies
Digital, mobile and internet banking
The banking system, intermediation and financial markets
Marketing technology stack
CRM and marketing automation platforms
Scaling technologies and business models
Digital disruption and the future of banking

Projects and Delivery

Employee voice, surveys and action planning
Quality and delivery metrics
Project management maturity assessment
Driving measurable delivery improvement
Developing the project business case
Project budgeting and financial control
Financial risk in projects
Realising and measuring project value
Capstone scoping: a real project or programme
Designing the project plan and schedule
Project initiation and chartering
Sales and operations planning (S&OP)
Continuous improvement of delivery
Voice, communication and delivery
Continuous improvement of programmes

Ethics and Professional Standards

Professional ethics and codes of conduct in HR
Evidence-based practice
Goal setting and contracting
Ethics and fair customer treatment
Professional ethics in customer service
Responsible and ethical service
Ethics and integrity in banking
Professional ethics and banking conduct
Integrity, confidentiality and conflicts
Anti-corruption and financial-crime ethics
Ethics and independence
Ethical decision-making under pressure
Ethical leadership and integrity
Professional standards and continuing development
Ethics and responsible leadership

Health and Wellbeing at Work

Public health programmes: prevention and outreach
Treatment planning and review
Procurement and stock management for health commodities
Working with organisations on wellbeing
Risk assessment and safety planning
Wellbeing and resilience coaching
Health, safety and compliance in delivery
Brand safety and responsible marketing
Customer and brand health metrics
Brand health and measurement
Regulatory compliance and biosafety
Safety management systems (ISO 45001)
Product safety and standards
Safety management systems overview (ISO 45001)
Safety culture and leadership

Teams and Collaboration

Managing complexity and comorbidity
Working with referrers and multidisciplinary teams
Collaboration and teamwork
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
Leading security teams
Cross-functional collaboration with product and service
Team leadership in sales and marketing
Team leadership in field and project settings

Strategic Context

Retention strategy and turnover analysis
Pricing strategy
Digital marketing strategy
Key account management strategy
Workplace and organisational contexts
Change talk and readiness
Goal setting and action planning
Habit change and behaviour design
Linking CX to business performance
Customer service and CX strategy
Aligning service to brand and business
Events, banqueting and MICE business
The media business: audiences, advertising and subscription
Content strategy across platforms
Business case and strategic alignment

Diversity and Inclusion

Team diversity and inclusion
Brand strategy, identity and equity
Financial inclusion strategy
Nomination, succession and diversity
The business case for diversity and inclusion
Diversity, inclusion and inclusive leadership
Gender, youth and social inclusion in agricultural development
Community engagement and equity
Brand equity and positioning
Financial inclusion and the evolving customer
Digital accessibility and inclusion
Financial inclusion and serving underbanked markets
Assets, liabilities and equity reporting

International Practice

Cross-cultural communication
Key global frameworks: FAO, GlobalG.A.P., SDGs and national strategies
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
Global sourcing and international trade
International and cross-border tax
Accountability and follow-through
Appraisal, calibration and managing underperformance
Strengths, flow and engagement

Standards and Improvement

Continuous improvement and lean HR
Continuous environmental improvement
Management review and improvement
Integration with quality and environment
Certification and continual improvement
Design review and quality
Process improvement and lean thinking
Quality management and standards
Productivity and efficiency improvement
Supplier development and improvement
Data quality and master data management
Governance of service standards
Quality monitoring and coaching
Continuous improvement in service
Driving measurable service improvement

Workforce Practice

Employer branding and employee value proposition (EVP)
Workforce planning and scheduling
Employee experience and engagement
Customer and employee satisfaction
Career and talent development
Employee engagement models and drivers
Reward strategy and total reward frameworks
Talent sourcing channels and pipelines
High-potential identification and talent reviews
Workforce and shift management in retail
Loyalty programmes and rewards
Developing talent and succession
Talent and capability ecosystems
Talent, succession and workforce learning
Payroll, statutory deductions and employment cost

People Development

Career development and internal mobility
Coaching for performance
Advertising and creative development
Message development and testing
Supplier development and innovation
The working alliance and coaching presence
The boundary between coaching and therapy
Questioning, listening and the coach’s restraint
Feedback, challenge and psychological safety in coaching
Mentoring, sponsorship and developmental relationships
Evaluating coaching outcomes
Meaning, purpose and values
Lessons learned and development
Measuring coaching outcomes
Scaling delivery capability

Performance and Measures

HR metrics, KPIs and the HR scorecard
Retail performance metrics: sales densities, conversion and basket
KPIs and performance reporting
Psychometric and screening tools
Project KPIs and performance metrics
Managing schedule and budget performance
Agile metrics and velocity
Setting objectives and marketing KPIs
Marketing and sales KPIs and dashboards
Funnel, pipeline and conversion metrics
Outcome and process measures
Managing performance through coaching
Contract performance and exit
Security metrics and reporting
Capacity and performance management

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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