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👥 Human Resources  ·  Executive

Certified Director of People

Online Certification  ·  12 Weeks  ·  Globally Recognised  ·  (CDPE)

✅ 2026 Edition 🎓 CPD Accredited 🌍 100+ Countries 📜 Digital + Physical Certificate 100% Online
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Executive Summary

Certified Director of People

Designed for today’s high-impact professionals, the Certified Director of People (CDPE) delivers a rigorous Executive-level curriculum that equips participants with the knowledge, tools and frameworks needed to excel in human resource management, talent development and organisational effectiveness.

This 12 Weeks programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s CDPE 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 Director of People
Acronym
CDPE
Category
Human Resources
Level
Executive
Duration
12 Weeks
Delivery Mode
100% Online
Assessment
Online Examination
Certificate
Digital + Physical
CPD Eligibility
CPD Accredited
Alumni Benefits
GLI Network Access
Self-Paced
USD 399
Live Virtual
USD 599
Target Audience

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

Leadership Capability
Develop the strategic and operational skills to lead complex human resource management functions
Career Advancement
Accelerate your career towards CHRO and senior people-management roles
Strategic Thinking
Build the strategic thinking, analysis and execution skills of world-class leaders
Organisational Impact
Design and implement human resource management systems that drive performance and measurable results
Personal Excellence
Develop emotional intelligence, resilience and authentic executive presence
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 Director of People
Certified Director of People: 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
The three lines model and who owns risk · Workforce planning and critical-role risk · People analytics done honestly · Risk appetite and tolerance in practice
3
HR operating models and the partnering role
Designing and testing a compliance programme · Job architecture, evaluation and grading · Workforce planning and critical-role risk · Conflicts of interest and related-party transactions
4
Job architecture, evaluation and grading
Assurance mapping and avoiding duplicate assurance · Workforce planning and critical-role risk · Predictive validity in selection · Governance in state, donor-funded and family-owned entities
5
Workforce planning and critical-role risk
Workforce planning and critical-role risk · Predictive validity in selection · Total reward design and pay positioning · Budget vs actual and variance
6
Predictive validity in selection
Predictive validity in selection · Total reward design and pay positioning · Pay equity, transparency and reward governance · Managing resistance and building coalitions
7
Total reward design and pay positioning
Total reward design and pay positioning · Pay equity, transparency and reward governance · Employee relations, grievance and discipline · AI and automation in HR processes
8
Customers and Markets
HR function performance and service levels · Pay structures, benchmarking and market pricing · Employee and manager self-service · IT operations and service management
9
Projects and Delivery
Implementation and change plan · Project data, reporting and analytics · AI and predictive project analytics · Emerging project technologies
10
Inclusion and Culture
Diversity and pay-equity analytics · Organisational culture assessment and change · Inclusion and the fairness of people decisions · Team diversity and inclusion
11
Legal and Policy
Employment law framework and contracts of employment · Goal setting and contracting · Evidence-based improvement · Procurement and contract value
12
Cross-Cultural Leadership
Managing virtual and cross-cultural teams · Cross-cultural communication · Global sourcing and international trade · Transfer pricing and international tax
13
Suppliers and Partners
Vendor management and system governance · Emergency, humanitarian and constrained procurement · Procurement and stock management for health commodities · Subcontractor and supplier management
14
Sustainability
Monitoring, evaluation and sustainability plan · Sustainability certification and standards · Social media customer care · Responsible and sustainable banking
15
Public and Community Context
Driving effective, ethical outcomes · Facilitation, training and public presentation skills · Corporate social responsibility and community impact · Corporate responsibility and community
16
Knowledge and Learning
Learning technologies and the LMS · Learning transfer and capability building · Evaluating learning impact (Kirkpatrick, ROI) · Instructional design and blended learning
17
Leadership and Management
Discipline, conduct and fair-process management · Inclusive leadership and allyship · Offer management, negotiation and pre-boarding · Absence, attendance and capability management
18
People and Capability
Attrition, engagement and productivity analytics · Career development and internal mobility · Workforce planning and the capability gap · Employee engagement and what actually drives it
19
Strategy and Direction
Retention strategy and turnover analysis · Sourcing strategies and portfolio (Kraljic) · Negotiation strategy and planning · Strategic customer relationships
20
Operations and Delivery
Employee voice, surveys and action planning · Data quality, integration and master data · Employee relations, discipline and fair process · The HR operating model and business partnering
21
Communication and Influence
Professional and persuasive communication · Crisis communications · Stakeholder communications · Communications strategy and planning
22
Change and Innovation
Continuous improvement and lean HR · Designing a service or experience improvement · Digital transformation in banking · Innovation and fintech collaboration
23
Data and Measurement
HR metrics, KPIs and the HR scorecard · Applicant tracking systems and recruitment analytics · Diagnosis and evidence gathering · Data protection and employee privacy
24
Financial Acumen
Employer branding and employee value proposition (EVP) · Cost of workforce and ROI of HR interventions · Business case, cost and impact analysis · Headcount budgeting and establishment control
25
Risk and Governance
Corporate governance and HR’s role · Employment compliance and the HR risk agenda · Qualitative and quantitative risk analysis · Programme governance and assurance
26
Stakeholders and Partners
The HR business partner role and mandate · Partnership building and multi-stakeholder platforms · Relationship management and retention · Stakeholder mapping and collaboration
27
Digital and Technology
Digital HR and the employee experience platform · Self-service and digital support · CRM systems and customer data · Customer service technology stack
28
Ethics and Integrity
Conflicts of interest and integrity · Roles, standards and professional conduct · Ethics and fair customer treatment · Professional ethics in customer service
29
Self-Leadership
Wellbeing, fatigue and psychosocial risk · Resilience, wellbeing and stress management · Self-awareness and the leader's identity · Wellbeing and resilience coaching
30
People Administration
Linking performance to reward and consequence · The customer experience (CX) discipline · Loyalty programmes and rewards · Performance management in service

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 operating models and the partnering role — applied to your own work
  • Job architecture, evaluation and grading — applied to your own work
  • Workforce planning and critical-role risk — applied to your own work
  • Predictive validity in selection — applied to your own work
  • Total reward design and pay positioning — applied to your own work
Enrolment Process

How to Get Certified

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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 CDPE 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 CDPE?

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 CDPE certification take to complete?

The programme is structured over 12 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 CDPE 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 CDPE certification?

The Certified Director of People is offered in two formats: Self-Paced at USD 399 and Live Virtual at USD 599. Corporate group rates are available for organisations enrolling 5 or more participants. Contact GLI for a bespoke corporate training quotation.

What does the CDPE 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 CDPE?

The Certified Director of People 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 CDPE?

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

Can I study the CDPE 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 CDPE?

Graduates progress towards CHRO and senior people-management roles. The CDPE 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 CDPE while working full-time. The self-paced format made it possible, and the quality of the content is genuinely world-class.

Talent Lead
Government
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