What is the Certified HR Leadership Professional?

The Certified HR Leadership 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.

Certified HR Leadership Professional in South Sudan

Course Curriculum

Programme Modules

Click any module to explore the detailed curriculum topics included in this certification.

Foundations and Strategic Context of Certified HR Leadership Professional

Certified HR Leadership 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

The HR Operating Model

Flexible and hybrid working design
HR service delivery and case management
People analytics and HR measurement
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
Confidentiality and handling sensitive data
Conflicts of interest and integrity
Corporate governance and HR’s role
Analytical techniques and bias
Diagnosis and evidence gathering

Business Partnering in Substance

The HR operating model and business partnering
People analytics and HR measurement
Performance management that changes behaviour
Exit, offboarding and organisational memory
Workforce planning and the capability gap
Selection validity and structured hiring
Reward architecture and pay equity
Employee relations, discipline and fair process
Employee engagement and what actually drives it
Learning transfer and capability building
Talent review and succession in practice
Employment compliance and the HR risk agenda
Inclusion and the fairness of people decisions
Organisational design principles and structures
Discipline, conduct and fair-process management

The People Agenda Behind the Strategy

Workforce planning and the capability gap
Talent review and succession in practice
Career architecture and internal mobility
Preparing financial statements
Belonging, culture and employee resource groups
Stakeholder mapping and influencing
Coaching leaders and managers
Organisation development principles and practice
Diagnosing organisational readiness for change
Financial reporting frameworks (IFRS/GAAP)
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

Risk, Compliance and the Board

Employment compliance and the HR risk agenda
Restructuring, redundancy and organisational change
Employee relations, discipline and fair process
Change management models (Kotter, ADKAR, Lewin)
Managing resistance and building coalitions
Culture change and behaviour embedding
Professional ethics and codes of conduct in HR
Whistleblowing and speak-up culture
Interpreting financial statements
Employer brand and candidate experience
Onboarding and time to productivity
Job design and role architecture
Competency frameworks and skills taxonomies
Absence, capability and ill-health management
Collective relations and union engagement

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
Process improvement and HR operating efficiency
Benchmarking HR against best practice
Integrated and sustainability reporting
Designing an HR intervention or policy
Stakeholder engagement and risk management
Reporting quality and governance
Span of control, delayering and operating models
Ratio and trend analysis
Evaluating learning impact (Kirkpatrick, ROI)
Objective setting: KPIs, OKRs and cascading goals
Management accounts and dashboards
Budget vs actual and variance

Technology, Service and the Function

HR technology selection and implementation
HR service delivery and case management
The HR operating model and business partnering
Cost and profitability analysis
AI and automation in HR processes
Cybersecurity and data protection in HR
Descriptive, diagnostic and predictive analytics
Evidence-based HR decision-making
Forecasting and planning
KPIs and performance reporting
HR policies, handbooks and compliance
Data visualisation for finance
Decision support and insight
Consulting skills and contracting with the business
Commercial awareness and organisational context

Strategic Context

Business case, cost and impact analysis
Retention strategy and turnover analysis
Investment strategy and allocation
Hedging strategies and instruments
Reporting automation
Financial inclusion strategy
ERP concepts and business processes
Business process mapping
Strategic analysis: PESTLE, SWOT and Porter’s Five Forces
Learning strategy and business alignment
Digital learning strategy
IT strategy and business alignment
Stakeholder mapping and business partnering
Translating tech to business language
Industry and business risk

Diversity and Inclusion

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

International Practice

Key global frameworks: FAO, GlobalG.A.P., SDGs and national strategies
Cross-cultural communication
Managing virtual and cross-cultural teams
International and cross-border tax
Communicating financial results
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
Job analysis, job design and role profiling

Standards and Improvement

Time-to-hire, quality-of-hire and cost metrics
Data quality, integration and master data
Continuous improvement and lean HR
Cost, quality and cycle-time metrics
Innovation and continuous delivery
Quality and delivery metrics
Continuous improvement and retrospectives
Driving measurable delivery improvement
Delivery, quality and stakeholder plan
Quality planning and assurance
Quality control and continuous improvement
Integrated risk and quality control
Data quality and governance
Professional standards and ethics
Continuous improvement and optimisation

Workforce Practice

Employee voice, surveys and action planning
Employee and manager self-service
Workforce reporting and storytelling with data
Cost of workforce and ROI of HR interventions
Applicant tracking systems and recruitment analytics
Linking performance to reward and consequence
Data protection and employee privacy
Customer (employee/manager) satisfaction
Recruitment marketing and candidate attraction
Employer branding and employee value proposition (EVP)
Loyalty programmes and rewards
Employee engagement models and drivers
Strategic workforce planning and demand forecasting
Succession planning and talent pipelines
Reward strategy and total reward frameworks

People Development

Career development and internal mobility
Absence, attendance and capability management
Measuring coaching outcomes
Scaling delivery capability
Project management plan development
Schedule development and optimisation
Team development and effectiveness
Coaching and developing team members
Sales enablement and coaching
Career pathways and continuing professional development
Setting professional goals and a personal development plan
Measuring development impact
The learning and development profession
Feedback and developmental conversations
Career and talent development

Performance and Measures

HR function performance and service levels
Appraisal, calibration and managing underperformance
HR metrics, KPIs and the HR scorecard
Psychodynamic and psychoanalytic approaches
Leading and lagging metrics
Policy, planning and objectives
Strategy execution and the balanced scorecard
Managing team performance and dynamics
High-performance team rituals and cadence
Contract performance and exit
Retail performance metrics: sales densities, conversion and basket
Agile metrics and velocity
Setting objectives and marketing KPIs
Marketing and sales KPIs and dashboards
Funnel, pipeline and conversion metrics

Culture and Wellbeing

Attrition, engagement and productivity analytics
Embedding values and behaviours
Climate-smart agriculture: productivity, adaptation, mitigation
Cost concepts, classification and behaviour
Safety culture and leadership
Managing resistance and engagement
Wellbeing and holistic health strategy
Worker engagement and empowerment
Values, purpose and authentic leadership
Resilience, wellbeing and stress management
Values-based decision-making
Stakeholder engagement strategy
Motivation and engagement
Policy, institutions and the enabling environment for agriculture
Advocacy and policy engagement

Legal and Compliance

Regulatory compliance and audit
Health and safety legal duties
Employment law framework and contracts of employment
Tax administration and compliance
Tax compliance and returns
Real estate regulation, licensing and professional conduct
Grant compliance and restricted funding management
Policy administration and customer service in insurance
Insurance regulation and consumer protection
Vendor, venue and supplier contracting for events
Vehicle documentation, compliance and consumer protection
Regulatory awareness and compliance
Contract types and risk allocation
Contract administration and variation
Contract governance and compliance

Evidence and Analytics

Ethical use of AI and analytics in HR
Sales analytics and forecasting tools
Market research design and methods
Qualitative and quantitative research
Translating insight into strategy
Attachment and developmental theory
Baseline surveys and data collection tools
Professional roles, boundaries and settings
Ethical principles and codes of practice
Portfolio of evidence and reflective practice
Data-driven decision support and analytics
Web, campaign and funnel analytics
Complaint data and learning
Service analytics and dashboards
Text and interaction analytics

Change and Organisation

Implementation and change plan
Large-scale transformation and agile ways of working
Change and adoption in projects
Agile and digital transformation projects
Measuring change and project impact
Baseline setting and change control
Sales and marketing transformation
Measuring growth and transformation impact
Soil chemistry, pH and cation exchange capacity
Managing boundaries and dual relationships
Digital and market transformation
Sustaining transformation and benefits
Measuring learning transformation impact
The finance function and digital transformation
Governance and organisational value

Leadership Practice

Offer management, negotiation and pre-boarding
Vendor management and system governance
Communicating and reporting to leadership
Team leadership within HR
Vendor selection and management
Issue and problem management
Servant leadership and self-organising teams
Communication planning and management
Negotiation and conflict management
Escalation and decision-making
Team leadership and motivation
Document and configuration management
Programme management principles
Portfolio management and prioritisation
Value management and business value

Communication and Influence

Project data, reporting and analytics
Conflict resolution and negotiation
Commercial negotiation and value capture
Integrated marketing communications
Influencer and affiliate marketing
Sponsorship and negotiation selling
Professional presentation and pitching
Negotiation with clients and partners
Reporting to leadership
Media and public communication
Peer support and consultation
Communicating technical information to diverse audiences
Professional report writing and presentation
Communication and interpersonal skills
Integrated marketing communications (IMC)

Stakeholders and Partnering

Change, restructuring and consultation
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
Shareholder and stakeholder rights
Transparency and stakeholder trust
Categories of spend and stakeholders
Stakeholder and sponsor management
Stakeholder rights and fair treatment
Stakeholder identification and analysis
Building project relationships

Learning and Training

Instructional design and blended learning
Learning technologies and the LMS
Learning transformation and modernisation
Innovation and experimentation in learning
Skills-based and continuous learning
Scaling learning across the organisation
Facilitation skills and presence
Virtual and hybrid facilitation
Blended and hybrid learning design
Motivation and self-directed learning
Building the learning brand
Facilitation and workshops
Facilitation, training and public presentation skills
Sustaining ethical, effective practice
Group dynamics, facilitation and community mobilisation

Financial Awareness

Headcount budgeting and establishment control
Financial modelling and scenario analysis
Continuous improvement of finance processes
Reading financial statements as a manager
Budgeting, forecasting and variance analysis
AML, KYC and financial crime prevention
Investment appraisal and the cost of capital
Financial regulation and prudential supervision
Committees: audit, risk, remuneration
Options appraisal and cost-benefit
Cost of accidents and prevention value
IT financial management and value
Total cost of ownership
Financial risk types and management
Ration formulation and least-cost feeding

Operations and Service

Productivity, collaboration and workflow tools
Process improvement and lean thinking
Quality management and standards
Productivity and efficiency improvement
The procurement cycle and operating models
Data quality and master data management
The vehicle sales process from enquiry to delivery
In-process quality control and inspection
Industrial utilities, energy and process safety interfaces
Ethical frameworks and codes of practice
Service quality and the passenger experience in transport
Principles of credit and the lending process
Automation, RPA and straight-through processing
Process and control documentation
Quality assurance of audit

Risk and Governance

Risk assessment and safety planning
Project governance and assurance
Project governance frameworks
Change control and configuration
Leading project governance
Project budgeting and financial control
Financial risk in projects
Monitoring, control and reporting
Time and cost control
Risk identification and analysis
Qualitative and quantitative risk analysis
Risk, compliance and audit
Control environment and risk assessment
Governance and the three lines model
Fraud risk and controls

Technology and Systems

Digital credit and alternative data
Professional ethics in technology
Digital transformation roadmaps
Innovation and technology investment
Team leadership in technology
Treasury technology and systems
Performance management systems and cycles
Safety management systems (ISO 45001)
Safety management systems overview (ISO 45001)
Duty of care and risk management
Environmental management systems (ISO 14001)
Quality management systems and audits
System operation and performance
Digital and self-service transformation
Closed-loop feedback systems

Projects and Delivery

Managing HR projects and change
Wellness programmes and promotion
Project management principles and lifecycle
Risk management planning
Cost reduction and efficiency programmes
Tax planning, avoidance and evasion distinguished
Compliance frameworks and programmes
Supply analysis, gaps and scenario planning
Onboarding and induction programme design
Record-keeping and data protection
Designing a safety programme or control
Advisory service design and delivery
Innovation in service delivery
Designing voice-of-customer programmes
Governance of the CX programme

Ethics and Professional Standards

Professional ethics and banking conduct
Integrity, confidentiality and conflicts
Anti-corruption and financial-crime ethics
Ethics and independence
Ethics in communications
Ethics and suitability
Executive ethics and the leader’s shadow
Ethics and transparency in tax
Data ethics, privacy and responsible analytics
Ethics and duty of care
Professional ethics and duty of care
Ethical decision-making under pressure
Ethical leadership and integrity
Professional standards and continuing development
Ethics and responsible leadership

Health and Wellbeing at Work

Working with organisations on wellbeing
Wellbeing and resilience coaching
Health, safety and compliance in delivery
Brand safety and responsible marketing
Brand health and measurement
Regulatory compliance and biosafety
Measuring brand health
Healthy work design
Absence and health management
Product safety and standards
Safety communication and campaigns
Health financing: budgets, insurance and out-of-pocket realities
Procurement and stock management for health commodities
Influencing and safety leadership
Confidentiality and health data

Teams and Collaboration

Complaints, accountability and fitness to practise
Leading service teams
Team leadership in customer service
Team leadership in banking operations
Innovation and fintech collaboration
Building and running a top team
Facilitation, coaching and mentoring
Legal responsibilities and professional bodies
Aligning teams around strategy
Team formation and effectiveness models (Tuckman, Lencioni)
Cross-functional and matrix teams
Leading remote and hybrid teams
Client feedback and satisfaction
Evidence-based improvement
Working with referrers and multidisciplinary teams

Certified HR Leadership Professional

Certified HR Leadership 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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