What is the Certified HR Executive Leader?

The Certified HR Executive Leader 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 Executive Leader in Zambia | CHREL

Executive Summary

Certified HR Executive Leader

Designed for today’s high-impact professionals, the Certified HR Executive Leader (CHREL) 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 CHREL 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 HR Executive Leader

Acronym

CHREL

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 HR Executive Leader

Certified HR Executive Leader: 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

The HR operating model and business partnering
HR service delivery and case management
People analytics and HR measurement
Career architecture and internal mobility
Absence, capability and ill-health management
Collective relations and union engagement
Restructuring, redundancy and organisational change
HR technology selection and implementation
Flexible and hybrid working design
Exit, offboarding and organisational memory
Workforce planning and the capability gap
Selection validity and structured hiring
Reward architecture and pay equity
Performance management that changes behaviour
Employee relations, discipline and fair process

Business Partnering in Substance

The HR operating model and business partnering
People analytics and HR measurement
Performance management that changes behaviour
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
Employee engagement and what actually drives it
Learning transfer and capability building
Talent review and succession in practice

The People Agenda Behind the Strategy

Workforce planning and the capability gap
Talent review and succession in practice
Career architecture and internal mobility

Risk, Compliance and the Board

Employment compliance and the HR risk agenda
Restructuring, redundancy and organisational change
Employee relations, discipline and fair process

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

Technology, Service and the Function

HR technology selection and implementation
HR service delivery and case management
The HR operating model and business partnering

Ethics and Professional Standards

Executive ethics and the leader’s shadow
Ethics and professional standards in finance
Professional ethics and codes (IFAC, ACCA, CIMA)
Confidentiality and conflicts of interest
Data ethics and privacy in finance
Ethics and transparency in tax
Professional roles and ethics
Culture, ethics and behaviour change
Professional ethics and integrity
Professional standards and self-regulation
Digital ethics and responsible AI
Confidentiality and handling sensitive data
Conflicts of interest and integrity
Ethical use of AI and analytics in HR
Professional ethics and codes of conduct in HR

Health and Wellbeing at Work

Analytical techniques and bias
Preparing financial statements
Health and safety legal duties
Financial reporting frameworks (IFRS/GAAP)
Safety culture and climate
Safety leadership and visible commitment
Innovation culture, incentives and psychological safety
Leadership impact and organisational health metrics
Forecasting and pipeline health
Interpreting financial statements
Ratio and trend analysis
Health, safety and compliance in delivery
Brand safety and responsible marketing
Customer and brand health metrics
Brand health and measurement

Teams and Collaboration

Cross-functional collaboration with product and service
Team leadership in sales and marketing
Facilitation, training and public presentation skills
Team leadership in field and project settings
Management accounts and dashboards
Group dynamics, facilitation and community mobilisation
Leading service teams
Stakeholder mapping and collaboration
Team leadership in customer service
Team leadership in banking operations
Innovation and fintech collaboration
Team leadership within HR
Facilitation, coaching and mentoring
Budget vs actual and variance
Team and engagement metrics

Strategic Context

Developing the project business case
Business case and requirements
Stakeholder engagement strategy
Value management and business value
Strategic alignment of investments
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
Cost and profitability analysis
Data visualisation for finance
Scaling technologies and business models
Decision support and insight

Diversity and Inclusion

The business case for diversity and inclusion
Cross-cultural and global inclusion
Diversity, inclusion and inclusive leadership
Brand strategy, identity and equity
Financial inclusion and agency banking
Financial inclusion strategy
Nomination, succession and diversity
Diversity and pay-equity analytics
Belonging, culture and employee resource groups
Assets, liabilities and equity reporting
Psychodynamic and psychoanalytic approaches
Brand equity and positioning
Financial inclusion and the evolving customer
Digital accessibility and inclusion
Financial inclusion and serving underbanked markets

International Practice

Cross-cultural communication
Managing virtual and cross-cultural teams
Attachment and developmental theory
Transfer pricing and international tax
Professional roles, boundaries and settings
Global sourcing and trade
Corporate governance and accountability
Transparency and stakeholder trust
360-degree feedback and leadership assessment
Productivity and effectiveness measurement
Vision, mission and strategic intent
Ethical principles and codes of practice

Standards and Improvement

Integrated risk and quality control
Data quality and governance
Professional standards and ethics
Continuous improvement and optimisation
Managing boundaries and dual relationships
Peer support and consultation
Benchmarking against standards and best practice
Continuous improvement and lessons learned
Data quality, analysis and reporting
Sustaining ethical, effective practice
Ethical frameworks and codes of practice
Professional standards and ethics (CIPS)
Supplier development and improvement
Data quality and master data management
Sustainable procurement principles and standards

Workforce Practice

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
Data protection and employee privacy
Strategic workforce planning and demand forecasting
Succession planning and talent pipelines
Reward strategy and total reward frameworks
Talent sourcing channels and pipelines
Workforce and shift management in retail
Workforce management and scheduling
High-potential identification and talent reviews
Communicating risk to the workforce

People Development

Career pathways and professional development
Measuring development impact
The learning and development profession
Feedback and developmental conversations
Building a coaching culture
Measuring coaching and mentoring impact
Capability and skills frameworks
Succession and the leadership pipeline
Managing resistance and capability
Leadership and management development
Coaching models and frameworks (GROW)
Duty of care and risk management
Lessons learned and development
Wellbeing and resilience coaching
Measuring coaching outcomes

Performance and Measures

Measuring innovation performance
Balanced scorecard and KPI frameworks
Strategy execution and the balanced scorecard
High-performance team rituals and cadence
Contract performance and exit
Sales analytics and metrics
Performance management in sales
Retail performance metrics: sales densities, conversion and basket
KPIs and performance reporting
Psychometric and screening tools
Project KPIs and performance metrics
Managing schedule and budget performance
Agile metrics and velocity
Setting objectives and marketing KPIs
Marketing and sales KPIs and dashboards

Culture and Wellbeing

Proactive engagement and success
Win-back and re-engagement
Building a service culture
Customer and community engagement
Building a culture of compliance
Assurance engagements and standards
Engagement and motivation
Measuring engagement and impact
Stakeholder mapping and engagement
Learning cultures and the learning organisation
Engagement, motivation and energisers
Motivation and engagement
Complaints, accountability and fitness to practise
Legal responsibilities and professional bodies
Advocacy and policy engagement

Legal and Compliance

Compliance monitoring and testing
Regulatory change management
Regulatory compliance and audit
Legal and regulatory responsibility
Anti-corruption and honest compliance
Environmental legal compliance
Legal, cost and feasibility analysis
Contractor and visitor safety
Policy, planning and objectives
Legal and other requirements
Compliance monitoring and enforcement
Regulatory compliance and central-bank rules
Regulatory reporting and audits
Regulatory liquidity ratios (LCR, NSFR)
Governance, risk and compliance

Evidence and Analytics

Cross-border data and transfers
Data breach and incident governance
Building trust through data governance
Attrition, engagement and productivity analytics
Diagnosis and evidence gathering
People analytics tooling and dashboards
People analytics maturity and operating model
Benchmarking and external data sources
Data ethics, privacy and responsible analytics
Data collection and analytics
Predictive safety analytics
Client feedback and satisfaction
Record-keeping and data protection
Evidence-based improvement
Evidence-based practice

Change and Organisation

Foreign exchange and treasury operations
Technology governance and change control
Foreign exchange and hedging
Change management and adoption
The finance function and digital transformation
Governance and organisational value
Governance transformation and reform
Regulatory and digital transformation
Implementation and change plan
Large-scale transformation and agile ways of working
Change management models (Kotter, ADKAR, Lewin)
Digital and self-service transformation
Measuring CX transformation impact
Digital transformation in banking
Culture change and behaviour embedding

Leadership Practice

Document and configuration management
Programme management principles
Portfolio management and prioritisation
Managing risk and difficult cases
Decision-making and problem solving
Revenue management and yield
Key account management strategy
Renewals and churn management
Data-driven decision-making
Field sales and territory management
Tender and bid management
Journey management and tracking
Property management and facility operations
Programme cycle management in NGOs
Grant compliance and restricted funding management

Communication and Influence

Integrated and sustainability reporting
Reporting quality and governance
Reporting automation
Communicating financial results
Professional case study and presentation
Communicating with families and carers
Professional writing and reports
Psychoeducation and public communication
Writing advisory reports that drive decisions
Reporting to boards and executives
Monitoring, control and reporting
Commercial negotiation and value capture
Integrated marketing communications
Influencer and affiliate marketing
Sponsorship and negotiation selling

Stakeholders and Partnering

Relationship management and cross-selling
Wealth, SME and corporate relationships
Stakeholder communications
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
Strategic customer relationships
Driving effective, ethical outcomes
Partnership building and multi-stakeholder platforms
Relationship management and retention
Managing difficult stakeholders

Learning and Training

Training needs analysis
Instructional design models (ADDIE, SAM)
Cognitive load and learning science
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
Minimum viable offer and validated learning
Continuous improvement and learning organisations
Facilitation and workshops
Designing and facilitating groups
Complaint data and learning
Training and capability building

Financial Awareness

Time and cost control
Marketing planning and budgeting
Budget, ROI and feasibility analysis
Carbon markets and climate finance
Access to finance, grants and investment
Financial and technical feasibility analysis
Psychoeducation and workshops
Cost recovery and tariffs
Cost, feasibility and impact analysis
The banking system, intermediation and financial markets
Types of banks and financial institutions
AML, KYC and financial crime prevention
Investment appraisal and the cost of capital
Financial regulation and prudential supervision
Committees: audit, risk, remuneration

Operations and Service

Journey and process redesign
Professional ethics in customer service
Governance of service standards
Responsible and ethical service
Service KPIs: CSAT, NPS, CES, SLAs
Quality monitoring and coaching
Continuous improvement in service
Driving measurable service improvement
Customer-centric operating models
Designing a service or experience improvement
Queue management and service flow
Quality management and standards
Productivity and efficiency improvement
The procurement cycle and operating models
Policy administration and customer service in insurance

Risk and Governance

Leading project governance
Project budgeting and financial control
Financial risk in projects
Baseline setting and change control
Risk identification and analysis
Qualitative and quantitative risk analysis
Risk response and contingency
Quality planning and assurance
Quality control and continuous improvement
Programme governance and assurance
Governance of campaigns and spend
Audit risk and materiality
Emerging assurance areas (ESG)
Corporate governance principles and purpose
Quality assurance and standards

Technology and 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
Digital disruption and the future of banking
Branch-to-digital migration
Digital banking platforms and APIs
Payment technology and switches
Automation, RPA and straight-through processing
Marketing technology stack
CRM and marketing automation platforms
Working with organisations on wellbeing
Digital and market transformation

Projects and Delivery

Demand, master scheduling and material requirements planning
Capacity planning and line balancing
Projects and expansion: connecting the unserved
Range planning and category management
Mine planning and methods: surface and underground
Designing an intervention or programme
Ethical, risk and feasibility considerations
Media planning and buying
Telehealth and digital care delivery
Public health programmes: prevention and outreach
Forecasting and planning
Innovation and continuous delivery
Agile and digital transformation projects
Building project management maturity
Measuring change and project impact

Learning Outcomes

What You Will Achieve

Establish a comprehensive understanding of Certified HR Executive Leader 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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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 CHREL 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 CHREL?

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 CHREL 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 CHREL internationally recognised?

What is the cost of the CHREL certification?

The Certified HR Executive Leader 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 CHREL 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 CHREL?

The Certified HR Executive Leader 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 CHREL?

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

Can I study the CHREL 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 CHREL?

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

Certified HR Executive Leader

Certified HR Executive Leader

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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