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👥 Human Resources  ·  Executive

Certified Employee Experience Designer

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

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

Certified Employee Experience Designer

Designed for today’s high-impact professionals, the Certified Employee Experience Designer (CEXP) 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 CEXP 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 Experience Designer
Acronym
CEXP
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

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 Employee Experience Designer
Certified Employee Experience Designer: 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
Organisational Design and Development
Employer brand and candidate experience · Workforce planning and critical-role risk · HR operating models and the partnering role · Job design and role architecture
3
Professional ethics and codes of conduct in
Professional ethics and codes of conduct in HR · Whistleblowing and speak-up culture · Preparing financial statements · Absence, capability and ill-health management
4
Span of control, delayering and operating models
Span of control, delayering and operating models · Financial reporting frameworks (IFRS/GAAP) · Onboarding and induction programme design · Assets, liabilities and equity reporting
5
Succession planning and talent pipelines
Succession planning and talent pipelines · Objective setting: KPIs, OKRs and cascading goals · Reward strategy and total reward frameworks · Interpreting financial statements
6
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) · Cost and profitability analysis
7
HR's role in culture, values and employer
HR's role in culture, values and employer brand · Employment relationship and the psychological contract · Global and comparative HR contexts · Stakeholder mapping and influencing
8
Strategy and Direction
Sustaining strategic customer focus · Customer experience strategy · Brand strategy, identity and architecture · Digital marketing strategy and channels
9
Operations and Delivery
Data quality, integration and master data · Onboarding and time to productivity · The HR operating model and business partnering · Discipline, conduct and fair-process management
10
Communication and Influence
Offer management, negotiation and pre-boarding · Negotiating with suppliers · The media and telecommunications landscape · Property viewings, offers and negotiation to close
11
Change and Innovation
Change management models (Kotter, ADKAR, Lewin) · Culture change and behaviour embedding · Continuous improvement and lean HR · Incident, problem and change management
12
Data and Measurement
People analytics done honestly · People analytics and HR measurement · HR metrics, KPIs and the HR scorecard · Agile metrics and velocity
13
Financial Acumen
Employer branding and employee value proposition (EVP) · Commercial awareness and organisational context · Cost of workforce and ROI of HR interventions · Headcount budgeting and establishment control
14
Risk and Governance
Vendor management and system governance · Pay equity, transparency and reward governance · Employment compliance and the HR risk agenda · Stakeholder engagement and risk management
15
Stakeholders and Partners
Stakeholder mapping and engagement · Trends: ESG, transparency and stakeholder capitalism · Management and board reporting · Supplier relationship management (SRM)
16
Digital and Technology
HRIS, digital HR and AI in people decisions · Learning technologies and the LMS · Professional roles, boundaries and settings · Digital advisory, e-extension and mobile services
17
Ethics and Integrity
Inclusion and the fairness of people decisions · HR risk, ethics and the confidentiality boundary · Conflicts of interest and procurement ethics · Professional standards and ethics
18
Self-Leadership
Employee and manager self-service · Managing growth, risk and resilience · Sustaining ethical, effective practice · Resilience, wellbeing and stress management
19
People Administration
Total reward design and pay positioning · Recruitment marketing and candidate attraction · Loyalty programmes and rewards · Performance management in service
20
Customers and Markets
Customer (employee/manager) satisfaction · Pay structures, benchmarking and market pricing · HR function performance and service levels · Professional ethics in customer service
21
Projects and Delivery
Scaling delivery capability · Measuring change and project impact · Sustainability and social impact in projects · Health, safety and compliance in delivery
22
Inclusion and Culture
Safety culture, leadership and behaviour · Creating a coaching culture · Organisational culture: how it forms and how it changes · Access control, screening and visitor management
23
Legal and Policy
Designing an HR intervention or policy · Consulting skills and contracting with the business · Employment law, contracts and HR documentation · Employment law framework and contracts of employment
24
Cross-Cultural Leadership
Global mobility and international employment · Managing virtual and cross-cultural teams · Appraisal, calibration and managing underperformance · Quality planning and assurance
25
Suppliers and Partners
The procurement cycle and operating models · Procurement’s contribution to organisational strategy · Public versus private procurement · Supply markets and the enabling environment
26
Sustainability
Continuous environmental improvement · Integration with quality and environment · Environmental management and pollution control · Stakeholder capitalism and ESG
27
Public and Community Context
Presentation and public speaking · Public speaking and thought leadership · Corporate responsibility and community · Public health programmes: prevention and outreach
28
Knowledge and Learning
Instructional design and blended learning · Learning transfer and capability building · Evaluating learning impact (Kirkpatrick, ROI) · Growth mindset and continuous learning
29
Leadership and Management
Rational and intuitive decision-making · Data-informed and evidence-based decisions · Decision rights and governance · Delegating for development
30
People and Capability
Employee engagement and what actually drives it · Talent review and succession in practice · Career development and internal mobility · Quality monitoring and coaching

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

  • Organisational Design and Development — applied to your own work
  • Professional ethics and codes of conduct in — applied to your own work
  • Span of control, delayering and operating models — applied to your own work
  • Succession planning and talent pipelines — applied to your own work
  • Aligning HR strategy with organisational strategy — applied to your own work
  • HR's role in culture, values and employer — 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.
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Secure checkout · Instant LMS access · Globally verifiable certificate
Frequently Asked Questions

Common Questions

What is the CEXP 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 CEXP?

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 CEXP 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 CEXP 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 CEXP certification?

The Certified Employee Experience Designer 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 CEXP 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 CEXP?

The Certified Employee Experience Designer 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 CEXP?

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

Can I study the CEXP 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 CEXP?

Graduates progress towards CHRO and senior people-management roles. The CEXP 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 CEXP 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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