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👥 Human Resources  ·  Intermediate

Certified Human Resources Professional

Online Certification  ·  10 Week  ·  Globally Recognised  ·  (CHRP)

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

Certified Human Resources Professional

Designed for today’s high-impact professionals, the Certified Human Resources Professional (CHRP) delivers a rigorous Intermediate-level curriculum that equips participants with the knowledge, tools and frameworks needed to excel in human resource management, talent development and organisational effectiveness.

This 10 Week programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s CHRP 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 Human Resources Professional
Acronym
CHRP
Category
Human Resources
Level
Intermediate
Duration
10 Week
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?

  • Designing Roles and Paying Fairly — applied to your own work
  • Managing Performance and Capability — applied to your own work
  • Discipline, Grievance and Fair Process — applied to your own work
  • Developing, Retaining and Exiting — applied to your own work
  • The HR Professional Remit — applied to your own work
  • Attracting and Hiring Well — applied to your own work
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.

1
Foundations and Strategic Context of Certified Human Resources Professional
  • Certified Human Resources 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
2
Designing Roles and Paying Fairly
  • Job design and role architecture
  • Reward architecture and pay equity
  • Inclusion and the fairness of people decisions
  • Analytical techniques and bias
  • Health and safety legal duties
  • Cross-cultural and global inclusion
  • Embedding values and behaviours
  • Communicating and reporting to leadership
  • Managing HR projects and change
  • Team leadership within HR
  • Large-scale transformation and agile ways of working
  • Job analysis, job design and role profiling
  • Corporate social responsibility and ESG
  • Professional accreditation and CPD
  • Process improvement and HR operating efficiency
3
Managing Performance and Capability
  • Performance management that changes behaviour
  • Absence, capability and ill-health management
  • Employee engagement and what actually drives it
  • 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
  • Employee relations, discipline and fair process
  • Learning transfer and capability building
  • Talent review and succession in practice
  • People analytics and HR measurement
  • Employment compliance and the HR risk agenda
  • The HR operating model and business partnering
  • Organisational design principles and structures
4
Discipline, Grievance and Fair Process
  • Employee relations, discipline and fair process
  • Employment compliance and the HR risk agenda
  • Collective relations and union engagement
  • Workforce reporting and storytelling with data
  • Cost of workforce and ROI of HR interventions
  • 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
  • Preparing financial statements
  • Employer brand and candidate experience
  • Onboarding and time to productivity
  • Competency frameworks and skills taxonomies
  • Career architecture and internal mobility
5
Developing, Retaining and Exiting
  • Learning transfer and capability building
  • Career architecture and internal mobility
  • Exit, offboarding and organisational memory
  • Pay structures, benchmarking and market pricing
  • Benefits design, pensions and flexible benefits
  • Employee voice, surveys and action planning
  • Financial reporting frameworks (IFRS/GAAP)
  • Retention strategy and turnover analysis
  • Interpreting financial statements
  • Absence, attendance and capability management
  • Change, restructuring and consultation
  • Integrated and sustainability reporting
  • AI and automation in HR processes
  • Cybersecurity and data protection in HR
  • Descriptive, diagnostic and predictive analytics
6
The HR Professional Remit
  • The HR operating model and business partnering
  • Employment compliance and the HR risk agenda
  • HR service delivery and case management
  • Ratio and trend analysis
  • Diagnosis and evidence gathering
  • Implementation and change plan
  • Data protection and employee privacy
  • Management accounts and dashboards
  • Budget vs actual and variance
  • Belonging, culture and employee resource groups
  • Stakeholder mapping and influencing
  • Coaching leaders and managers
  • Organisation development principles and practice
  • Diagnosing organisational readiness for change
  • Cost and profitability analysis
7
Attracting and Hiring Well
  • Employer brand and candidate experience
  • Selection validity and structured hiring
  • Onboarding and time to productivity
  • Employer branding and employee value proposition (EVP)
  • Forecasting and planning
  • Offer management, negotiation and pre-boarding
  • Time-to-hire, quality-of-hire and cost metrics
  • Instructional design and blended learning
  • Career development and internal mobility
  • Learning technologies and the LMS
  • Appraisal, calibration and managing underperformance
  • Evidence-based HR decision-making
  • KPIs and performance reporting
  • Data visualisation for finance
  • HR policies, handbooks and compliance
8
People Development
  • Leadership and management development
  • Coaching models and frameworks (GROW)
  • Competency framework development
  • Succession planning and talent pipelines
  • Talent sourcing channels and pipelines
  • Facilitation, coaching and mentoring
  • High-potential identification and talent reviews
  • Knowledge management and capability building
  • Decision support and insight
  • Professional standards and continuing development
  • Personal leadership development planning
  • Building digital capability in an organisation
  • Strategic development and long-range positioning
  • Your one-year professional development trajectory
  • Version control and collaborative development
9
Performance and Measures
  • Objective setting: KPIs, OKRs and cascading goals
  • HR metrics, KPIs and the HR scorecard
  • HR function performance and service levels
  • Linking performance to reward and consequence
  • Cost, quality and cycle-time metrics
  • Performance tuning and optimisation
  • Cost, performance and capacity management
  • Livestock records, performance and productivity metrics
  • Monitoring profitability and performance
  • System operation and performance
  • Evaluation metrics and monitoring
  • Capacity and performance management
  • Setting objectives, indicators and targets
  • Yield, productivity and profitability metrics
  • Linking CX to business performance
10
Culture and Wellbeing
  • Organisational culture assessment and change
  • Stakeholder engagement and risk management
  • Attrition, engagement and productivity analytics
  • Meaning, purpose and values
  • Building trust and engagement
  • Stakeholder engagement strategy
  • Motivation and engagement
  • Policy, institutions and the enabling environment for agriculture
  • Advocacy and policy engagement
  • Reporting automation
  • Communicating financial results
  • Win-back and re-engagement
  • Building a service culture
  • Employee experience and engagement
  • Customer and community engagement
11
Legal and Compliance
  • Regulatory compliance and audit
  • Designing an HR intervention or policy
  • Consulting skills and contracting with the business
  • Employment law framework and contracts of employment
  • Psychodynamic and psychoanalytic approaches
  • Accounting concepts, principles and the regulatory landscape
  • Governance, risk and compliance (GRC)
  • The regulatory and legal environment
  • Compliance frameworks and programmes
  • Compliance monitoring and testing
  • Regulatory change management
  • Compliance monitoring and enforcement
  • Regulatory awareness and compliance
  • Contract types and risk allocation
  • Contract administration and variation
12
Evidence and Analytics
  • Diversity and pay-equity analytics
  • Applicant tracking systems and recruitment analytics
  • People analytics tooling and dashboards
  • People analytics maturity and operating model
  • Benchmarking and external data sources
  • Ethical use of AI and analytics in HR
  • Data quality, integration and master data
  • Market research design and methods
  • Qualitative and quantitative research
  • Translating insight into strategy
  • Attachment and developmental theory
  • Project data, reporting and analytics
  • AI and predictive project analytics
  • Data quality and governance
  • Building your professional portfolio and evidence of practice
13
Change and Organisation
  • Communication strategy in change programmes
  • Commercial awareness and organisational context
  • Restructuring, redundancy and organisational change
  • Future of work and workforce transformation
  • Soil chemistry, pH and cation exchange capacity
  • Professional roles, boundaries and settings
  • Digital and market transformation
  • Behaviour change and adoption of innovations
  • Customer experience transformation
  • Digital and self-service transformation
  • Measuring CX transformation impact
  • Designing a transformation programme
  • Sustaining transformation and preventing reversion
  • Variations, claims and delay: managing change on site
  • Workplace and organisational contexts
14
Leadership Practice
  • Vendor management and system governance
  • Discipline, conduct and fair-process management
  • Inclusive leadership and allyship
  • Customer (employee/manager) satisfaction
  • Employee and manager self-service
  • Property management and facility operations
  • Programme cycle management in NGOs
  • NGO financial management and budget-versus-actual discipline
  • Procurement and asset management under donor rules
  • Reinsurance and capacity management
  • Solvency, capital and prudential supervision
  • Dairy, poultry, and small-ruminant enterprise management
  • Farm records, bookkeeping and management accounting
  • Data-driven decision support and analytics
  • Quality management systems and audits
15
Communication and Influence
  • Professional documentation and presentation
  • Communication planning and management
  • Reporting and dashboards
  • Managing expectations and influence
  • Negotiation and conflict management
  • Conflict resolution and negotiation
  • Commercial negotiation and value capture
  • Integrated marketing communications
  • Influencer and affiliate marketing
  • Dashboards and performance reporting
  • Sponsorship and negotiation selling
  • Communicating vision and telling stories
  • Negotiation and conflict resolution
  • Executive communication and presence
  • Cross-cultural communication
16
Stakeholders and Partnering
  • The HR business partner role and mandate
  • 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
  • Strategic customer relationships
  • Managing boundaries and dual relationships
  • Peer support and consultation
  • Ethical principles and codes of practice
  • Managing difficult stakeholders
  • Stakeholder mapping in banking
  • Relationship management and cross-selling
  • Wealth, SME and corporate relationships
17
Learning and Training
  • Evaluating learning impact (Kirkpatrick, ROI)
  • Facilitation and difficult conversations
  • Sustaining ethical, effective practice
  • Group dynamics, facilitation and community mobilisation
  • Deep learning and neural networks
  • Complaint data and learning
  • Training and capability building
  • Training needs analysis
  • Instructional design models (ADDIE, SAM)
  • Cognitive load and learning science
  • The learning and development profession
  • Ethical frameworks and codes of practice
  • Duty of care and risk management
  • Monitoring, evaluation and learning for accountability
  • Designing and facilitating groups
18
Financial Awareness
  • Headcount budgeting and establishment control
  • Business case, cost and impact analysis
  • Capital structure and financing decisions
  • Financial modelling and scenario analysis
  • Continuous improvement of finance processes
  • Committees: audit, risk, remuneration
  • Options appraisal and cost-benefit
  • Cost of accidents and prevention value
  • Legal, cost and feasibility analysis
  • Make-versus-buy and total cost of ownership
  • Cost and price analysis
  • Budgeting techniques and the budgeting cycle
  • Flexible budgets and rolling forecasts
  • Responsibility accounting and cost centres
  • Cost reduction and efficiency programmes
19
Operations and Service
  • Span of control, delayering and operating models
  • Process automation and workflow
  • Digital advisory, e-extension and mobile services
  • Traceability, recall and quality assurance systems
  • Advisory service design and delivery
  • Grades, standards and quality
  • Natural language processing
  • Customer service and experience principles
  • Service culture and brand promise
  • Innovation in service delivery
  • Journey and process redesign
  • Quality management and standards
  • Productivity and efficiency improvement
  • The procurement cycle and operating models
  • Data quality and master data management
20
Risk and Governance
  • Corporate governance and HR’s role
  • Water-user associations and governance
  • Governance of service standards
  • Governance of the CX programme
  • Corporate governance in banks
  • Enterprise risk management in banks
  • Credit risk measurement and mitigation
  • Liquidity risk and asset-liability management
  • Operational risk and resilience
  • Record-keeping and data protection
  • Model risk and provisioning (IFRS 9)
  • Risk identification and analysis
  • Qualitative and quantitative risk analysis
  • Risk response and contingency
  • Quality planning and assurance
21
Technology and Systems
  • Digital HR and the employee experience platform
  • Scaling technologies and business models
  • Digital marketplaces and e-commerce
  • 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
  • Digital, mobile and internet banking
  • The banking system, intermediation and financial markets
  • Portfolio and resource management systems
  • Automation in project delivery
  • Emerging project technologies
  • Digital disruption and modern go-to-market
22
Projects and Delivery
  • Implementation planning and risk management
  • Herd and flock health planning and biosecurity
  • HACCP principles and prerequisite programmes
  • Designing voice-of-customer programmes
  • Voice of the customer programmes
  • Loyalty programmes and rewards
  • Workforce planning and scheduling
  • Leading service projects and change
  • Banking products, services and delivery channels
  • Leading banking projects and change
  • Development banking and project finance
  • Event risk, safety and contingency planning
  • Demand, master scheduling and material requirements planning
  • Capacity planning and line balancing
  • Projects and expansion: connecting the unserved
23
Ethics and Professional Standards
  • Conflicts of interest and integrity
  • Confidentiality and handling sensitive data
  • Professional roles, ethics and standards for agricultural practitioners
  • Animal welfare standards and ethical husbandry
  • 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 and responsible leadership
  • Professional standards and ethics (CIPS)
  • Ethics and professional conduct in security
  • Digital ethics and algorithmic accountability
24
Health and Wellbeing at Work
  • Complaints, accountability and fitness to practise
  • Legal responsibilities and professional bodies
  • Client feedback and satisfaction
  • Public health programmes: prevention and outreach
  • Managing risk and difficult cases
  • Healthcare quality, safety and accreditation
  • Health financing: budgets, insurance and out-of-pocket realities
  • Procurement and stock management for health commodities
  • Working with organisations on wellbeing
  • Risk assessment and safety planning
  • Wellbeing and resilience coaching
  • Brand health and measurement
  • Regulatory compliance and biosafety
  • Safety management systems (ISO 45001)
  • Product safety and standards
25
Teams and Collaboration
  • Lessons learned and development
  • Aligning teams around strategy
  • Team formation and effectiveness models (Tuckman, Lencioni)
  • Managing team performance and dynamics
  • Cross-functional and matrix teams
  • Leading remote and hybrid teams
  • Team diversity and inclusion
  • High-performance team rituals and cadence
  • Productivity, collaboration and workflow tools
  • Managing technology teams and technical work
  • Driving effective, ethical outcomes
  • Team leadership in field and project settings
  • Psychoeducation and workshops
  • Leading service teams
  • Stakeholder mapping and collaboration
26
Strategic Context
  • Strategy execution and the balanced scorecard
  • Strategic decision-making under uncertainty
  • Measuring strategic progress
  • Turning strategy into results
  • Digital transformation and IT strategy
  • Procurement’s contribution to organisational strategy
  • Category management and strategy development
  • Sourcing strategies and portfolio (Kraljic)
  • Business continuity and disaster recovery
  • Strategy and performance management systems
  • Insurance products and lines of business
  • Manufacturing strategies: make-to-stock, make-to-order and batch versus flow
  • Designing an intervention or programme
  • Events, banqueting and MICE business
  • The media business: audiences, advertising and subscription
27
Diversity and Inclusion
  • Brand strategy, identity and equity
  • Community engagement and equity
  • Financial inclusion and agency banking
  • Financial inclusion strategy
  • Nomination, succession and diversity
  • The business case for diversity and inclusion
  • Diversity, inclusion and inclusive leadership
  • Financial inclusion and serving underbanked markets
  • Assets, liabilities and equity reporting
  • Brand equity and positioning
  • Financial inclusion and the evolving customer
  • Digital accessibility and inclusion
28
International Practice
  • Key global frameworks: FAO, GlobalG.A.P., SDGs and national strategies
  • Managing virtual and cross-cultural teams
  • Ethical, risk and feasibility considerations
  • 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
  • International and cross-border tax
  • Managing performance through coaching
  • Professional case study and presentation
  • Evidence-based practice
29
Standards and Improvement
  • Continuous improvement and lean HR
  • Design review and quality
  • Process improvement and lean thinking
  • Supplier development and improvement
  • Sustainable procurement principles and standards
  • Continuous risk monitoring
  • Service quality and the passenger experience in transport
  • Quality management on site: inspections, hold points and defects
  • Reporting quality and governance
  • Evidence-based improvement
  • Project management standards (PMI, PRINCE2)
  • Benchmarking against standards and best practice
  • Continuous improvement and lessons learned
  • Data quality, analysis and reporting
  • Breeding, reproduction and genetic improvement
30
Workforce Practice
  • Recruitment marketing and candidate attraction
  • Strategic workforce planning and demand forecasting
  • Reward strategy and total reward frameworks
  • Communicating risk to the workforce
  • Developing talent and succession
  • Workforce and shift management in retail
  • Workforce management and scheduling
  • Customer and employee satisfaction
  • Career and talent development
  • Employee engagement models and drivers
  • Talent, succession and workforce learning
  • Payroll, statutory deductions and employment cost
  • Talent and capability ecosystems
Learning Outcomes

What You Will Achieve

  • Designing Roles and Paying Fairly — applied to your own work
  • Managing Performance and Capability — applied to your own work
  • Discipline, Grievance and Fair Process — applied to your own work
  • Developing, Retaining and Exiting — applied to your own work
  • The HR Professional Remit — applied to your own work
  • Attracting and Hiring Well — applied to your own work
Enrolment Process

How to Get Certified

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Frequently Asked Questions

Common Questions

What is the CHRP 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 CHRP?

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 CHRP certification take to complete?

The programme is structured over 10 Week 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 CHRP 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 CHRP certification?

The Certified Human Resources Professional 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 CHRP 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 CHRP?

The Certified Human Resources Professional 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 CHRP?

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

Can I study the CHRP 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 CHRP?

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