What is the Certified Employee Relations Professional?

The Certified Employee Relations Professional 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 11 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.

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Executive Summary

Certified Employee Relations Professional

Designed for today’s high-impact professionals, the Certified Employee Relations Professional (CERP) 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 11 Weeks programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s CERP 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 Employee Relations Professional

Acronym

CERP

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 Employee Relations Professional

Certified Employee Relations Professional: 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

Collective Relations and Consultation

Collective relations and union engagement
Employee relations, discipline and fair process
The HR operating model and business partnering
Employment compliance and the HR risk agenda
Inclusion and the fairness of people decisions
Employer brand and candidate experience
Onboarding and time to productivity
Job design and role architecture
Competency frameworks and skills taxonomies
Career architecture and internal mobility
Absence, capability and ill-health management
Restructuring, redundancy and organisational change
HR service delivery and case management
HR technology selection and implementation
Flexible and hybrid working design

Restructuring and Redundancy

Restructuring, redundancy and organisational change
Employment compliance and the HR risk agenda
Workforce planning and the capability gap
Talent review and succession in practice
People analytics and HR measurement
Exit, offboarding and organisational memory
Selection validity and structured hiring
Reward architecture and pay equity
Performance management that changes behaviour
Employee engagement and what actually drives it
Learning transfer and capability building

Case Management and Consistency

HR service delivery and case management
Employee relations, discipline and fair process
People analytics and HR measurement

The Employment Relationship

Employee relations, discipline and fair process
Employment compliance and the HR risk agenda
Employee engagement and what actually drives it

Fair Process Step by Step

Employee relations, discipline and fair process
Employment compliance and the HR risk agenda
Inclusion and the fairness of people decisions

Capability, Absence and Ill Health

Absence, capability and ill-health management
Employee relations, discipline and fair process
Employment compliance and the HR risk agenda

International Practice

Analytical techniques and bias
Transfer pricing and international tax
Cross-cultural and global inclusion
Cross-cultural communication
Global sourcing and international trade
International and cross-border tax
Managing virtual and cross-cultural teams
Preparing financial statements
Financial reporting frameworks (IFRS/GAAP)
Interpreting financial statements
Global sourcing and trade
Integrated and sustainability reporting

Standards and Improvement

Quality, defects and reliability
Continuous improvement and DevOps metrics
Driving measurable IT improvement
Quality assurance and code review
Continuous improvement in delivery
Governance, compliance and standards (ISO 27001)
Continual service improvement
Reporting quality and governance
Management accounts and dashboards
Budget vs actual and variance
Continuous safety improvement
Cost and profitability analysis
Forecasting and planning
Data visualisation for finance
Decision support and insight

Workforce Practice

Communicating risk to the workforce
Workforce and shift management in retail
Workforce management and scheduling
Loyalty programmes and rewards
Workforce planning and scheduling
Employee experience and engagement
Customer and employee satisfaction
Career and talent development
Employee engagement models and drivers
Strategic workforce planning and demand forecasting
Succession planning and talent pipelines
Talent sourcing channels and pipelines
High-potential identification and talent reviews
Reward strategy and total reward frameworks
Belonging, culture and employee resource groups

People Development

Measuring coaching and mentoring impact
Capability and skills frameworks
Nomination, succession and diversity
Leadership and management development
Coaching models and frameworks (GROW)
Coaching leaders and managers
Organisation development principles and practice
Competency framework development
Facilitation, coaching and mentoring
Career development and internal mobility
Knowledge management and capability building
Scaling delivery capability
Project management plan development
Schedule development and optimisation
Team development and effectiveness

Performance and Measures

Service quality and turnaround metrics
Sales performance and pipeline management
Social performance and outreach
IT KPIs, SLAs and scorecards
System performance and reliability metrics
Performance and load testing
Metrics, velocity and flow
Performance and dispute management
Performance scorecards and reviews
Investment principles and objectives
Performance monitoring and KPIs
Linking CX to business performance
Service KPIs: CSAT, NPS, CES, SLAs
Net Promoter Score and satisfaction metrics
Performance management in service

Culture and Wellbeing

Stakeholder mapping and engagement
Learning cultures and the learning organisation
Engagement, motivation and energisers
Building a coaching culture
Communicating financial results
Cost concepts, classification and behaviour
Embedding values and behaviours
Safety culture and leadership
Managing resistance and engagement
Wellbeing and holistic health strategy
Worker engagement and empowerment
Building trust and engagement
Stakeholder engagement strategy
Motivation and engagement
Psychodynamic and psychoanalytic approaches

Legal and Compliance

Subcontractor and supplier management
Regulation, ethics and misinformation in media and telecoms
Legal responsibilities and professional bodies
Goal setting and contracting
Attachment and developmental theory
Compliance and regulatory projects
Health, safety and compliance in delivery
Procurement and contract value
Procurement and contract management
Regulatory compliance and biosafety
Regulatory compliance and market requirements
Tax compliance and returns
Real estate regulation, licensing and professional conduct
Grant compliance and restricted funding management
Policy administration and customer service in insurance

Evidence and Analytics

Qualitative and quantitative research
Translating insight into strategy
Professional roles, boundaries and settings
Baseline surveys and data collection tools
Data quality, analysis and reporting
Managing boundaries and dual relationships
Peer support and consultation
Portfolio of evidence and reflective practice
Data-driven decision support and analytics
Complaint data and learning
Service analytics and dashboards
Data, analytics and customer insight
Data security and confidentiality
Data analytics in audit
Evidence, judgement and scepticism

Change and Organisation

Sales and marketing transformation
Measuring growth and transformation impact
Record-keeping and data protection
Complaints, accountability and fitness to practise
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
Client feedback and satisfaction
Evidence-based improvement
Digital transformation and IT strategy
Procurement’s contribution to organisational strategy

Leadership Practice

Data-driven decision-making
Field sales and territory management
Tender and bid management
Reporting to leadership
Team leadership in sales and marketing
Capacity and performance management
Lessons learned and development
Team leadership in field and project settings
Implementation planning and risk management
Driving effective, ethical outcomes
Psychoeducation and workshops
Team leadership within HR
Offer management, negotiation and pre-boarding
Vendor management and system governance
Safety management systems overview (ISO 45001)

Communication and Influence

Project data, reporting and analytics
Conflict resolution and negotiation
Commercial negotiation and value capture
Integrated marketing communications
Influencer and affiliate marketing
Dashboards and performance reporting
Sponsorship and negotiation selling
Professional presentation and pitching
Negotiation with clients and partners
Media and public communication
Working with organisations on wellbeing
Professional report writing and presentation
Communication and interpersonal skills
Influencing and presenting insights
Negotiation and influencing

Stakeholders and Partnering

Stakeholder and sponsor management
Stakeholder rights and fair treatment
Delivery, quality and stakeholder plan
Stakeholder identification and analysis
Building project relationships
Building strategic customer relationships
Partnering and co-creation with customers
Designing an intervention or programme
Partnership building and multi-stakeholder platforms
Relationship management and retention
Stakeholder mapping and collaboration
Trends: ESG, transparency and stakeholder capitalism
Shareholder and stakeholder rights
Stakeholder mapping and influencing
Categories of spend and stakeholders

Learning and Training

Training and capability building
Training needs analysis
Instructional design models (ADDIE, SAM)
Cognitive load and learning science
The learning and development profession
Learning strategy and business alignment
Facilitation skills and presence
Virtual and hybrid facilitation
Blended and hybrid learning design
Motivation and self-directed learning
Training needs analysis and learning strategy
Learning technologies and the LMS
Monitoring, evaluation and learning for accountability
Designing and facilitating groups
Facilitation and workshops

Financial Awareness

Budgeting techniques and the budgeting cycle
Flexible budgets and rolling forecasts
Responsibility accounting and cost centres
Cost reduction and efficiency programmes
Capital budgeting: NPV, IRR and payback
Cost of capital and WACC
Capital structure and financing decisions
Financial modelling and scenario analysis
Continuous improvement of finance processes
Committees: audit, risk, remuneration
Options appraisal and cost-benefit
Impact, blended and concessional finance
Total cost of ownership
Ration formulation and least-cost feeding
Financial inclusion strategy

Operations and Service

Service strategy, design and transition
Process and control documentation
Quality assurance of audit
Competitive bidding processes
Business process mapping
Quality assurance and standards
Time-to-hire, quality-of-hire and cost metrics
Professional case study and presentation
Integration with quality and environment
Design review and quality
Productivity, collaboration and workflow tools
Growing value through service
Leading service teams
Coaching and quality monitoring
Building a service culture

Risk and Governance

Contract governance and compliance
Environmental, social and governance (ESG)
Security governance and management systems
Likelihood, impact and risk rating
Risk treatment and countermeasures
Intelligence-led risk assessment
Risk registers and reporting
Continuous risk monitoring
Programme governance
Tax risk management
Managing tax audits and queries
Duty of care and risk management
Managing risk and difficult cases
Ethical, risk and feasibility considerations
Risk assessment and safety planning

Technology and Systems

Evidence-based practice
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
Digital disruption and the future of banking
Branch-to-digital migration
Digital credit and alternative data
Risk assessment and safe systems of work
Learning technology ecosystem
Safety management systems (ISO 45001)

Projects and Delivery

Building project management maturity
Measuring change and project impact
Sustainability and social impact in projects
Project KPIs and performance metrics
Quality and delivery metrics
Project management maturity assessment
Driving measurable delivery improvement
Developing the project business case
Realising and measuring project value
Capstone scoping: a real project or programme
Designing the project plan and schedule
Account planning and whitespace analysis
Leading campaigns and sales projects
Treatment planning and review
Managing complexity and comorbidity

Ethics and Professional Standards

Ethics and duty of care
Professional ethics and duty of care
Confidentiality and health data
Ethics and responsible leadership
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
Health records, data and confidentiality
Ethical principles and codes of practice
Ethics in communications
Ethics and transparency in tax
Sustaining ethical, effective practice
Ethical frameworks and codes of practice

Health and Wellbeing at Work

Wellbeing and resilience coaching
Brand safety and responsible marketing
Customer and brand health metrics
Brand health and measurement
Contractor safety management
Safety culture and behaviour
Product safety and standards
Health and safety legal duties
Safety communication and campaigns
Driving measurable safety improvement
Designing a safety programme or control
Industrial utilities, energy and process safety interfaces
Workplace and organisational contexts
Change talk and readiness
Goal setting and action planning

Teams and Collaboration

Aligning teams around strategy
Team formation and effectiveness models (Tuckman, Lencioni)
Managing team performance and dynamics
Cross-functional and matrix teams
Leading remote and hybrid teams
Team diversity and inclusion
High-performance team rituals and cadence
Habit change and behaviour design
Working with referrers and multidisciplinary teams
Collaboration and teamwork
Servant leadership and self-organising teams
Team leadership in banking operations
Innovation and fintech collaboration
Virtual and distributed teams
Team leadership and motivation

Strategic Context

Product and portfolio strategy
Go-to-market and channel strategy
Brand and reputation as strategic assets
Growth strategy and demand generation
Designing a marketing or sales strategy
Marketing strategy and the mix
Brand strategy, identity and equity
Pricing strategy
Digital marketing strategy
Key account management strategy
Accountability and follow-through
Real options and strategic investment
Sustainability strategy and materiality
Embedding responsible business
The business case for diversity and inclusion

Diversity and Inclusion

Financial inclusion and the evolving customer
Financial inclusion and agency banking
Diversity and pay-equity analytics
Diversity, inclusion and inclusive leadership
Assets, liabilities and equity reporting
Comparable sales analysis and market evidence
NGO governance, boards and registration
How insurance works: risk pooling and the value chain
Insurance products and lines of business
Underwriting principles and risk selection
Destination, venue and experience products

Learning Outcomes

What You Will Achieve

Establish a comprehensive understanding of Certified Employee Relations Professional 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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Step 1: Choose Your Certification

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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.

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Frequently Asked Questions

Common Questions

What is the CERP 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 CERP?

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 CERP certification take to complete?

The programme is structured over 11 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 CERP internationally recognised?

What is the cost of the CERP certification?

The Certified Employee Relations Professional 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 CERP 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 CERP?

The Certified Employee Relations Professional 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 CERP?

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

Can I study the CERP 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 CERP?

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

Certified Employee Relations Professional

Certified Employee Relations Professional

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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