HRCI Senior Professional in Human Resources

HRCI via Coursera Professional Certificate

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Overview

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Develop advanced strategic HR leadership skills with HRCI and prepare to pursue the Senior Professional in Human Resources (SPHR) certification exam. This Professional Certificate prepares experienced HR professionals to lead at the strategic level, covering the knowledge and skills senior HR leaders use to shape business strategy, talent management, total rewards, and organizational risk. Through video lessons, case-study examples, coach dialogues, and workplace scenarios, you will explore how senior HR professionals drive organizational strategy, manage workforce planning and talent acquisition, lead employee relations and labor strategy, and design total rewards and HR security programs. By the end of the program, you will be able to: Align HR strategy with organizational governance, structure, and business management Lead workforce planning, talent acquisition, and succession strategies that support resilience Apply talent management, training design, and employee relations practices that drive performance Design compensation, benefits, and total rewards strategies that attract and retain talent Support workplace safety, data security, and risk management practices This program aligns with the HRCI SPHR certification and reflects responsibilities expected of senior HR leaders, such as HR Directors, HR Business Partners, and VPs of HR. Upon completion, you will earn a Coursera certificate and be prepared to pursue the SPHR exam.

Syllabus

Course 1: Strategic HR Leadership and Business Management
Course 2: Workforce Planning and Talent Acquisition
Course 3: Talent Management and Employee Relations
Course 4: Total Rewards Strategy and HR Security

Courses

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This course examines how senior HR professionals contribute to organizational strategy through governance, structural design, and legal compliance. You will explore how HR designs organizations, shapes culture, and leads operational initiatives that drive business outcomes, while navigating the complexities of building an inclusive, global workforce. The course also covers the analytical, financial, and risk management tools that HR professionals use to support strategic planning and performance. You will examine frameworks such as SWOT and PEST analyses, financial statements and budgeting methods, and risk management strategies, as well as how HR uses data and business metrics to inform organizational decision-making. By the end of this course, you will be able to: Explain how HR contributes to organizational strategy through governance, structure, and legal compliance. Describe how HR professionals design organizations, shape culture, and manage operational initiatives. Summarize how HR builds inclusive workplace practices and manages a global workforce. Describe the analytical, financial, and risk management tools that support strategic HR planning.
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This course examines how senior HR professionals build integrated talent management systems that connect workforce strategy, analytics, and long-term planning to organizational performance. You will explore how needs assessment, instructional design, delivery methods, and evaluation practices support effective, inclusive learning programs across the organization. The course also covers how performance enablement, employee engagement, and development practices drive leadership growth and workforce effectiveness, including feedback systems, career development tools, and leadership pipeline strategies. You will examine how ethical decision-making, offboarding practices, labor relations, and collective bargaining support trust, fairness, and organizational stability across the employee lifecycle. By the end of this course, you will be able to: Connect integrated talent management and analytics to organizational performance and planning. Apply training needs assessment, instructional design, and evaluation to learning programs. Use performance enablement, engagement, and development practices to strengthen workforce effectiveness. Apply ethical practices, offboarding, and labor relations strategies to support organizational stability.
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This course examines how senior HR professionals align workforce planning and forecasting methods with organizational strategy to ensure the right talent is in place to meet current and future business needs. You will explore demand and supply analysis, workforce metrics, and forecasting methods, including how economic cycles, organizational lifecycle stages, and PESTLE factors shape workforce risks and opportunities. The course also covers strategies for attracting, sourcing, assessing, and selecting talent, including employment branding, total rewards, recruiting channels, and structured interviewing and negotiation practices. You will examine how onboarding, staffing metrics, and feedback methods support hiring outcomes, along with inclusive practices, transition management, and succession planning that support long-term workforce continuity. By the end of this course, you will be able to: Align workforce planning and forecasting methods with organizational strategy. Identify strategies organizations use to attract, source, assess, and select talent. Examine how onboarding, staffing metrics, and feedback support hiring outcomes. Apply inclusive practices, transition management, and succession planning for continuity.