Identify key risks associated with implementing Artificial Intelligence Choose key control measures that should be in place when implementing Artificial Intelligence Compare leading platforms to identify key features that are necessary in your implementation Determine what types of controls and policies should be in place to minimize risk

Benefits and Compensation Communication Benefits Strategy Creative Benefits Planning Using Demographics to Tailor Benefits Strategy

Understand the limitations and unintended consequences of traditional degree requirements in hiring Explain the key drivers behind the shift to skills-based hiring practices Identify different types of digital credentials (e.g., badges, certificates, micro-credentials) and their value to employers and learners Evaluate how digital credentials can be used to verify skills and competencies  Analyze the impact of skills-based hiring on talent acquisition, internal mobility, and workforce equity Develop an implementation plan for transitioning from degree-based to skills-based hiring within an organization

Take their CEO’s vision and build a practical three-year HR roadmap that aligns with organizational strategy and establishes realistic, phased priorities.  Translate a long-term HR roadmap into a focused one-year plan with clear goals and execution steps.  Apply a value-versus-time task segmentation framework to evaluate current HR responsibilities and identify what truly moves the organization forward.  Confidently determine which HR responsibilities should remain in-house and which can be outsourced to create capacity for strategic, human-centered work. Understand how the process to integrate outsourcing into their companies hiring framework  and roles are best suited for outsourcing. 

Identify the specific barriers preventing HR professionals from prioritizing their own development and apply strategies to overcome them Create a personalized professional development plan aligned with career goals and current capacity Evaluate the role of certification and continuous learning in building credibility and advancing in HR leadership Implement immediate, practical steps to strengthen technical and strategic HR competencies in an AI-driven, change-constant environment

Examine how to ask questions and determine the seriousness in employee complaints to identify if an investigation is necessary Identify how to obtain and document a statement of complaint Recognize the legal obligations that require employers to conduct internal investigations Identify why documentary and physical evidence is critical Evaluate some very basic principles in preparing for witness interviews Analyze physical, digital, documentary, and testimonial evidence to identify policies and/or laws that have been violated Examine a simple format for documenting investigative findings Review best practices in handling disciplinary action and terminations to avoid stepping on legal land mines

Identify employer branding and culture strategies that drive engagement Apply personalization to HR programs and employee experience Recognize leadership behaviors that build trust and performance Explain change management practices that sustain engagement Evaluate employee listening methods that support retention

Understand skills of active listening Learn the 5 elements of a perfect delivery of a message Recognize the process from dialogue to connection to influence

Spot the conversational delays and avoidance patterns that turn manageable issues into HR-level problems. Clarify the real goal and underlying "why" of a tough conversation before it begins. State intent in a way that reduces defensiveness, prevents escalation, and builds trust.

Explain the key drivers behind women’s exits (structural pressures + workplace culture conditions). Identify early retention risk signals that show up before women disengage or resign. Recognize the culture patterns that push high-impact women out (workload inequity, burnout cycles, lack of sponsorship, unclear advancement paths, and psychological safety gaps). Use structured listening as a cultural diagnostic tool to uncover what women are experiencing versus what leaders assume. Identify the five drivers and use them to prioritize high-impact culture shifts that improve retention and engagement. Leave with a practical 30–60–90 day action plan and ready-to-use tools to support immediate assessment and implementation.