What is the Certified Employee Relations Specialist?

The Certified Employee Relations Specialist 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 12 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 Employee Relations Specialist in Singapore

Executive Summary

Certified Employee Relations Specialist

Designed for today’s high-impact professionals, the Certified Employee Relations Specialist (CEMRS) 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 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 CEMRS 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 Specialist

Acronym

CEMRS

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 Specialist

Certified Employee Relations Specialist: 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
Learning transfer and capability building
Talent review and succession in practice
People analytics and HR measurement
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

Restructuring and Redundancy

Restructuring, redundancy and organisational change
Employment compliance and the HR risk agenda
Workforce planning and the capability gap
HR service delivery and case management
HR technology selection and implementation
Flexible and hybrid working design
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

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

Standards and Improvement

Continuous improvement in service
Driving measurable service improvement
Designing a service or experience improvement
Coaching and quality monitoring
Roles, conduct and professional standards in banking
Service quality and turnaround metrics
Continuous improvement and lean banking
Driving measurable banking improvement
Process improvement and automation
Service levels and quality
IT professional roles and standards
Reporting quality and earnings management risks
Expected credit loss and portfolio quality
Analytical techniques and bias
Measuring governance improvement

Workforce Practice

Talent and capability ecosystems
Talent, succession and workforce learning
Applicant tracking systems and recruitment analytics
Linking performance to reward and consequence
Digital HR and the employee experience platform
Data protection and employee privacy
Belonging, culture and employee resource groups
Future of work and workforce transformation
Customer (employee/manager) satisfaction
Recruitment marketing and candidate attraction
Employer branding and employee value proposition (EVP)
Developing talent and succession
Employee voice, surveys and action planning
Employee and manager self-service
Workforce reporting and storytelling with data

People Development

Capability and skills frameworks
Managing resistance and capability
Maturity and capability assessment
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
Succession planning and talent pipelines
Talent sourcing channels and pipelines
Management accounts and dashboards
Lessons learned and development
Wellbeing and resilience coaching
Measuring coaching outcomes

Performance and Measures

Embedding learning in performance
Aligning learning to performance
Performance measurement and KPI dashboards
Governance and compliance KPIs
Risk and control effectiveness metrics
Stakeholder trust and reputation metrics
Cost, quality and cycle-time metrics
Time-to-hire, quality-of-hire and cost metrics
Continuous feedback and performance conversations
Appraisal, calibration and managing underperformance
Cost and profitability analysis
Psychometric and screening tools
Project KPIs and performance metrics
Quality and delivery metrics
Managing schedule and budget performance

Culture and Wellbeing

Learning cultures and the learning organisation
Building a learning culture
Engagement, motivation and energisers
Building a coaching culture
Cost concepts, classification and behaviour
Culture, ethics and behaviour change
Safety culture and leadership
Managing resistance and engagement
Wellbeing and holistic health strategy
Worker engagement and empowerment
Values, purpose and authentic leadership
Building trust and engagement
Stakeholder engagement strategy
Motivation and engagement
Advocacy and policy engagement

Legal and Compliance

Regulatory compliance and biosafety
Regulatory compliance and market requirements
Regulatory and fair-treatment obligations
The regulatory landscape and central banking
Regulatory duty and accountability
Risk, compliance and feasibility analysis
Regulatory compliance and central-bank rules
Regulatory reporting and audits
Building a culture of compliance
Regulatory liquidity ratios (LCR, NSFR)
Regulatory compliance in operations
Forecasting and planning
Compliance and regulatory projects
Health, safety and compliance in delivery
Procurement and contract value

Evidence and Analytics

Web, campaign and funnel analytics
Sales analytics and forecasting tools
Market research design and methods
Qualitative and quantitative research
Translating insight into strategy
Data visualisation for finance
Baseline surveys and data collection tools
Data quality, analysis and reporting
Communicating financial results
Psychodynamic and psychoanalytic approaches
Portfolio of evidence and reflective practice
Text and interaction analytics
Data privacy and consent
Influencing and presenting insights
Data ethics and customer privacy

Change and Organisation

Baseline setting and change control
Sales and marketing transformation
Measuring growth and transformation impact
Attachment and developmental theory
Digital and market transformation
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
Diagnosing organisational readiness for change
Communication strategy in change programmes
Professional roles, boundaries and settings
Ethical principles and codes of practice

Leadership Practice

Renewals and churn management
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
Team leadership in field and project settings
Implementation planning and risk management
Data-driven decision support and analytics
Quality management systems and audits
Decision support and insight
Duty of care and risk management
Practice management systems
Writing advisory reports that drive decisions

Communication and Influence

Negotiation strategy and planning
Negotiation tactics and behaviours
Sustainability reporting and disclosure
Risk registers and reporting
Property viewings, offers and negotiation to close
Proposal development and donor reporting
The media and telecommunications landscape
Managing boundaries and dual relationships
Financial reporting frameworks (IFRS/GAAP)
Integrated and sustainability reporting
Reporting quality and governance
Managing expectations and influence
Negotiation and conflict management
Project data, reporting and analytics
Conflict resolution and negotiation

Stakeholders and Partnering

Relationship management and cross-selling
Wealth, SME and corporate relationships
Stakeholder communications
Stakeholder mapping and engagement
Stakeholders and users of financial information
Stakeholders, agency and accountability
Trends: ESG, transparency and stakeholder capitalism
Fair treatment of stakeholders
Shareholder and stakeholder rights
Stakeholder mapping and influencing
Categories of spend and stakeholders
Stakeholder mapping and collaboration
Managing difficult stakeholders
Stakeholder mapping in banking
Strategic customer relationships

Learning and Training

The learning and development profession
Learning strategy and business alignment
Learning in the flow of work
Self-directed and continuous learning
Sustaining a learning organisation
Facilitation skills and presence
Virtual and hybrid facilitation
Blended and hybrid learning design
Motivation and self-directed learning
Learning strategy and roadmaps
Building the learning brand
Designing and facilitating groups
Facilitation and workshops
Facilitation, training and public presentation skills
Peer support and consultation

Financial Awareness

Make-versus-buy and total cost of ownership
Cost and price analysis
NGO financial management and budget-versus-actual discipline
Vehicle financing, insurance and total cost of ownership conversations
Costing production: standard costs, variances and the true cost of scrap
Non-revenue water, metering and cost recovery
Sustaining ethical, effective practice
Health financing: budgets, insurance and out-of-pocket realities
Preparing financial statements
Interpreting financial statements
Budget vs actual and variance
Budget, ROI and feasibility analysis
Carbon markets and climate finance
Negotiation with buyers, suppliers and financiers
Access to finance, grants and investment

Operations and Service

Competitive bidding processes
Business process mapping
Quality assurance and standards
L&D operating models and governance
Continuous improvement of finance processes
Process automation and workflow
Data quality, integration and master data
Ethical frameworks and codes of practice
Integration with quality and environment
Design review and quality
Productivity, collaboration and workflow tools
The vehicle sales process from enquiry to delivery
In-process quality control and inspection
Industrial utilities, energy and process safety interfaces
Record-keeping and data protection

Risk and Governance

Data analytics for assurance
Cybersecurity and information governance
Emerging governance technologies
Environmental governance and climate risk
Governance of ESG and reporting
Headcount budgeting and establishment control
Vendor management and system governance
Complaints, accountability and fitness to practise
Legal responsibilities and professional bodies
Designing a safety programme or control
Risk assessment methodology and matrices
Integrated risk and quality control
Data quality and governance
Programme governance and assurance
Governance of campaigns and spend

Technology and Systems

Marketing technology stack
CRM and marketing automation platforms
Client feedback and satisfaction
Scaling technologies and business models
Digital advisory, e-extension and mobile services
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
Regulatory and digital transformation
Digital ethics and responsible AI
GRC platforms and technology
Regulatory technology (RegTech)

Projects and Delivery

Account planning and whitespace analysis
Leading campaigns and sales projects
Evidence-based improvement
Managing risk and difficult cases
HACCP principles and prerequisite programmes
Advisory service design and delivery
Innovation in service delivery
Designing voice-of-customer programmes
Voice of the customer programmes
Loyalty programmes and rewards
Leading service projects and change
Driving effective, ethical outcomes
Compliance frameworks and programmes
Strategic workforce planning and demand forecasting
Supply analysis, gaps and scenario planning

Ethics and Professional Standards

Professional standards and ethics
Marketing and sales ethics
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, responsibility and digital citizenship
Ethics and independence
Confidentiality and health data
Ethical decision-making under pressure
Ethics and responsible leadership
Professional standards and ethics (CIPS)

Health and Wellbeing at Work

Event risk, safety and contingency planning
Psychoeducation and workshops
Designing an intervention or programme
Ethical, risk and feasibility considerations
Telehealth and digital care delivery
Public health programmes: prevention and outreach
Professional case study and presentation
Procurement and stock management for health commodities
Working with organisations on wellbeing
Risk assessment and safety planning
Brand safety and responsible marketing
Safety management systems (ISO 45001)
Evidence-based practice
Product safety and standards
Safety communication and campaigns

Teams and Collaboration

Servant leadership and self-organising teams
Virtual and distributed teams
Team leadership and motivation
Leading project teams
Managing virtual and cross-cultural teams
Building high-performing project teams
Cross-functional collaboration with product and service
Leading service teams
Team leadership in customer service
Team leadership in banking operations
Innovation and fintech collaboration
Aligning teams around strategy
Team formation and effectiveness models (Tuckman, Lencioni)
Managing team performance and dynamics
Cross-functional and matrix teams

Strategic Context

Strategic analysis: PESTLE, SWOT and Porter’s Five Forces
Real options and strategic investment
Sustainability strategy and materiality
Embedding responsible business
Training needs analysis and learning strategy
The business case for diversity and inclusion
Reward strategy and total reward frameworks
Retention strategy and turnover analysis
Goal setting and contracting
Business continuity and recovery
Vision, mission and strategic intent
Product and portfolio strategy
Go-to-market and channel strategy
Brand and reputation as strategic assets
Growth strategy and demand generation

Diversity and Inclusion

Financial inclusion strategy
Financial inclusion and serving underbanked markets
Financial inclusion and agency banking
Assets, liabilities and equity reporting
Treatment planning and review
Community engagement and equity
Brand equity and positioning
Digital accessibility and inclusion
Diversity and pay-equity analytics
Cross-cultural and global inclusion
Diversity, inclusion and inclusive leadership

International Practice

Managing complexity and comorbidity
Cross-cultural communication
Global sourcing and trade
Workplace and organisational contexts
Transfer pricing and international tax
Global sourcing and international trade
International and cross-border tax
Change talk and readiness
Market analysis and environmental scanning
Competitive analysis and differentiation
Marketing planning and budgeting
Goal setting and action planning
Habit change and behaviour design

Learning Outcomes

What You Will Achieve

Establish a comprehensive understanding of Certified Employee Relations Specialist 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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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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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 CEMRS 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 CEMRS?

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 CEMRS 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 CEMRS internationally recognised?

What is the cost of the CEMRS certification?

The Certified Employee Relations Specialist 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 CEMRS 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 CEMRS?

The Certified Employee Relations Specialist 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 CEMRS?

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

Can I study the CEMRS 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 CEMRS?

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

Certified Employee Relations Specialist

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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