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CHRO Course
From 4 to 360h of flexible workload

CHRO Course

Step into the CHRO role with the strategic depth and executive confidence it demands. This course equips senior HR leaders with the frameworks, tools, and leadership skills to drive employee performance at the highest level. From workforce planning to board engagement, every competency you need is here.

What you will learn:

You will master the full scope of the Chief Human Resources Officer role, from designing HR strategies aligned to business goals to leading culture transformation and managing total rewards programmes. You will develop practical expertise in HR analytics, labour law compliance, DEI strategy, and HR technology governance. You will also sharpen the executive communication and leadership presence required to influence CEOs, boards, and C-suite peers. Every module builds directly on the last, giving you an integrated, board-ready skill set. By the end, you will be equipped to lead the HR function as a true strategic driver of organisational success.

How you study in practice CHRO Course

How you practise CHRO Course

For companies looking to train their teams

With Elevify for businesses, the course includes exercises and examples tailored to your company and its specific needs.

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Course content

8 Chapters32 LessonsDuration between 4 and 360 hours (you decide)

Chapter 1See details

Foundations of the CHRO Role

  • Lesson 1 • Defining the CHRO Position

    Covers the formal definition, authority, and accountability of the CHRO role. Anchors the chapter by establishing baseline role clarity.

  • Lesson 2 • HR as a Strategic Function

    Examines how HR transitions from administrative support to strategic partner. Connects operational HR tasks to enterprise-level value creation.

  • Lesson 3 • The CHRO's Stakeholder Ecosystem

    Maps internal and external stakeholders the CHRO must engage and influence. Builds awareness of relationship complexity before deeper skill chapters.

  • Lesson 4 • Core Competencies for CHROs

    Identifies the leadership, business, and HR competencies required for CHRO effectiveness. Provides a self-assessment framework used throughout the course.

Chapter 2See details

HR Strategy and Business Alignment

  • Lesson 1 • Designing the HR Strategic Plan

    Guides creation of a multi-year HR strategy with measurable objectives. Directly applies business-reading skills from the previous section.

  • Lesson 2 • Reading the Business Strategy

    Teaches CHROs to interpret corporate strategy documents and financial plans. Enables translation of business priorities into HR action.

  • Lesson 3 • Aligning HR Programmes to Strategy

    Shows how to audit existing HR programmes for strategic fit and redesign misaligned ones. Reinforces the planning skills built earlier in the chapter.

  • Lesson 4 • Workforce Planning Fundamentals

    Covers demand and supply analysis to forecast talent needs. Connects HR strategy to concrete headcount and capability decisions.

Chapter 3See details

Talent Acquisition and Employer Brand

  • Lesson 1 • Strategic Sourcing and Pipelines

    Covers proactive talent sourcing beyond reactive job postings. Builds sustainable candidate pipelines aligned to workforce plans.

  • Lesson 2 • Structured Selection Processes

    Teaches evidence-based interviewing and assessment methods that reduce bias. Ensures selection decisions are valid, defensible, and equitable.

  • Lesson 3 • Onboarding for Retention

    Designs onboarding programmes that accelerate productivity and reduce early attrition. Links acquisition investment to long-term retention outcomes.

  • Lesson 4 • Employer Value Proposition Design

    Defines what makes an organisation attractive to target talent segments. Establishes the brand foundation for all recruiting activities.

Chapter 4See details

Performance Management and Development

  • Lesson 1 • Managing Underperformance

    Provides structured approaches to address and resolve underperformance fairly. Ensures CHROs can guide managers through difficult performance conversations.

  • Lesson 2 • Learning and Development Strategy

    Designs enterprise learning strategies that close capability gaps identified in performance data. Connects development investment to business outcomes.

  • Lesson 3 • Coaching and Feedback Culture

    Builds skills to embed coaching conversations into everyday management practice. Supports the performance model with behavioural reinforcement tools.

  • Lesson 4 • Modern Performance Management Models

    Contrasts traditional annual reviews with continuous feedback models. Equips CHROs to select and implement the right model for their culture.

Chapter 5See details

Total Rewards and Compensation Strategy

  • Lesson 1 • Compensation Structure Design

    Covers job evaluation, salary banding, and pay range construction. Provides the technical foundation for equitable and competitive pay decisions.

  • Lesson 2 • Benefits and Wellbeing Programmes

    Evaluates benefit programme design, cost management, and employee wellbeing integration. Connects holistic wellbeing to productivity and retention.

  • Lesson 3 • Total Rewards Philosophy

    Establishes the principles guiding compensation, benefits, and recognition decisions. Aligns rewards strategy with employer brand and business affordability.

  • Lesson 4 • Variable Pay and Incentive Plans

    Designs short- and long-term incentive programmes tied to performance outcomes. Reinforces the performance management concepts from the previous chapter.

Chapter 6See details

Employee Relations and Organisational Culture

  • Lesson 1 • Diagnosing Organisational Culture

    Teaches tools to assess current culture against desired values and behaviours. Provides the diagnostic baseline for all culture-change interventions.

  • Lesson 2 • Engagement and Retention Strategy

    Analyses engagement drivers and designs targeted retention interventions. Connects culture health to measurable turnover and engagement outcomes.

  • Lesson 3 • Employee Relations Governance

    Establishes policies, escalation paths, and investigation protocols for employee relations issues. Ensures consistent, fair, and legally sound handling of workplace concerns.

  • Lesson 4 • Culture Change and Transformation

    Guides CHROs in designing and leading deliberate culture change initiatives. Applies diagnostic findings to structured transformation planning.

Chapter 7See details

HR Analytics and Data-Driven Decision Making

  • Lesson 1 • HR Data Infrastructure

    Covers HRIS architecture, data governance, and data quality management. Establishes the technical foundation required for reliable analytics.

  • Lesson 2 • Predictive Analytics for Talent

    Introduces predictive modelling techniques applied to attrition, performance, and hiring. Extends diagnostic skills towards forward-looking workforce intelligence.

  • Lesson 3 • Descriptive and Diagnostic Analytics

    Teaches how to build workforce reports and diagnose root causes of HR trends. Moves from raw data to actionable insight for operational decisions.

  • Lesson 4 • Presenting Insights to the Board

    Develops skills to translate complex HR data into compelling executive narratives. Ensures analytics work influences strategic decisions at the highest level.

Chapter 8See details

CHRO Leadership and Executive Influence

  • Lesson 1 • Executive Presence and Credibility

    Builds the communication style, gravitas, and credibility required at the C-suite level. Applies business acumen and data skills from earlier chapters to executive contexts.

  • Lesson 2 • Crisis and Change Leadership

    Prepares CHROs to lead organisations through workforce crises, restructuring, and rapid change. Integrates culture, relations, and analytics skills in high-stakes scenarios.

  • Lesson 3 • Board Engagement and Governance

    Teaches how to engage the board on talent, culture, and executive compensation matters. Culminates the course by positioning the CHRO as a governance partner.

  • Lesson 4 • Leading the HR Function

    Covers how to structure, develop, and lead a high-performing HR team. Connects people leadership competencies to the CHRO's internal team responsibilities.

Certification
Certification

Your valid completion certificate

This course is for you:

  • Senior HR Business Partner: ready to expand influence beyond a single business unit.

  • HR Director: actively preparing to step into a first-time CHRO appointment.

  • Talent or L&D Leader: seeking a broader, enterprise-wide strategic leadership perspective.

  • Chief of Staff in HR: building the executive judgement needed for a top HR role.

  • Organisational Development Consultant: transitioning into an internal senior HR leadership position.

What our students say

Feedback from those who have already studied with us:

Your lessons are perfect. I purchased the one-year package and finally have the opportunity to follow various topics of interest without needing to change platforms... I'm grateful for everything you do, I've already recommended you to other people...
Giulio Carlo
Giulio CarloDigital Marketing Student
I like how the lessons are straight to the point and how I can change chapters and skip content I don't need.
Mariana Ferres
Mariana FerresPhotography Student
I like the content and the way videos are presented and transcribed, which speeds up the process!
Luciana Alvarenga
Luciana AlvarengaNail Design Student
The platform is fast, simple to use. The diversity of content and complementary videos really help with learning.
André Felipe
André FelipePrompt Engineering Student

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