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Instructor: Alicia Villegas

Continuing Education Credits:

  • HRCI – 14 HR(General) Credits
  • SHRM – 14 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time on Both Days (Detailed Agenda Below)

Program Overview

Are you adept at navigating the intricate landscape of simultaneous and diverse HR projects? In your role as an HR professional, manager, or supervisor, your influence is paramount in steering your company through the complexities of HR initiatives. Allow us to introduce our meticulously curated 2-Day HR Project Management Certificate Program, a transformative 2-day workshop designed with precision to endow you with the indispensable skills and knowledge necessary to proficiently lead triumphant HR projects and initiatives.

Day 1 unfolds as a meticulous exploration of the foundational elements of Project Management and HR Integration. This day serves as a profound initiation into understanding the delicate equilibrium between project management and HR initiatives. Comparable to the inaugural phase of a change model, Day 1 bestows upon you a robust foundation. Immersing yourself in the intricacies of each topic, you’ll acquire insights that will empower you to synchronize HR projects with seamless precision. The journey extends further, delving into the realms of Employee Engagement and Recognition, where strategies for nurturing a workplace culture,where every employee feels valued, will unfold. Additionally, Training and Development will be a focal point, offering you a repertoire of tools to expertly design and implement learning programs aligned with the overarching goals of your organization.

Advancing to Day 2, the program’s focus refines towards mastering advanced techniques indispensable for successful HR project management. Guiding you in formulating strategies that seamlessly align individual performance with overarching organizational goals. Navigate the intricate dynamics of Communication and Employee Relations, uncovering sophisticated strategies for effective communication and conflict resolution. Culminate your enriching journey by delving into HR Technology and Data Analysis, unraveling how technology can elevate HR efficiency and enhance strategic decision-making.

This is an investment in your professional development. Seize the opportunity to elevate your capabilities – join the next session of the 2-Day HR Project Management Certificate Program and propel yourself into the vanguard of HR project leadership!

Key Features

  • Comprehensive: Covers all aspects of time management, from fundamentals to advanced techniques.
  • Tailored: Offers specialized modules for HR professionals, managers, supervisors, and different industries.
  • Actionable: Provides practical skills and tools for immediate implementation.
  • Engaging: Features interactive sessions, exercises, and case studies.
  • Technology-focused: Explores digital tools and techniques for enhanced efficiency.
  • Personal development: Includes mindfulness, stress management, and work-life balance strategies

Why Attend This Training Program

Our 2-Day HR Project Management Certificate Program transcends conventional training; it’s a paradigm shift. Seize the opportunity to:

  • Emerge as a HR project management virtuoso, amplifying productivity within streamlined timelines.
  • Reduce stress and reclaim equilibrium in your HR project management endeavors.
  • Enhance your leadership acumen, igniting inspiration within your HR team.
  • Cultivate personalized strategies for ongoing enhancement and mastery in HR program management.

Target Audience

  • Mid to Senior-Level HR Program Managers: Professionals overseeing HR teams and initiatives, ensuring efficient workforce planning and management.
  • Human Resource Professionals: HR personnel dedicated to refining their project management expertise, enhancing workforce coordination.
  • Team Leaders and Supervisors: Those in leadership roles requiring HR program management skills for effective team guidance.
  • Project Managers: Professionals skilled in coordinating and executing HR projects to drive organizational success.
  • Administrative and Executive Assistants: Support staff integral to HR functions, aiding in administrative tasks and program management.
  • Small Business Owners and Entrepreneurs in HR: Individuals steering their businesses,seeking effective HR program management for sustained success.
  • Independent HR Freelancers and Consultants: Self-employed HR professionals striving for efficient project management and client success.
  • Healthcare HR Professionals: Doctors, nurses, and administrators in HR roles within the healthcare sector, ensuring seamless workforce coordination.
  • Educators and Academic HR Administrators: Teachers, professors, and school administrators managing HR initiatives for educational excellence.
  • Legal Professionals: Lawyers and paralegals, especially engaged in HR roles, ensuring legal compliance and effective workforce management.
  • Financial Advisors and Accountants: Finance professionals applying HR program management for strategic financial planning.
  • Sales and Marketing Professionals: Individuals in dynamic sales and marketing HR roles, integrating program management for organizational growth.
  • IT Professionals and Developers: Tech-savvy professionals utilizing HR program management to enhance IT team efficiency.
  • Government Officials and Public Service Employees: Individuals in HR roles within government and public service, contributing to effective workforce planning.
  • Non-Profit Organizers and Activists: Those in HR roles within the non-profit sector, balancing fundraising, administration, and program management.
  • Event Planners and Coordinators: Professionals planning and executing HR-related events, applying effective program management.
  • Customer Service Managers: Leaders overseeing HR teams dedicated to customer service, utilizing program management for enhanced service delivery.
  • Research Scientists and Analysts: Professionals in HR roles focused on research and analysis, applying program management for precise project execution.
  • Anyone Seeking Improved Project Management: Individuals desiring enhanced skills in HR project management for personal and professional development.


Day 1:

1. Employee Onboarding and Development:

  • 1.1. Employee Onboarding Programs
  • 1.2. Employee Career Development Planning

2. Talent Acquisition and Recruitment:

  • 2.1. Talent Acquisition and Recruitment Initiatives
  • 2.2. Employee Referral Programs
  • 2.3. Internal Transfer and Promotion Programs
  • 2.4. Job Fairs and Recruitment Events
  • 2.5. Cross-functional Team Collaboration
  • 2.6. Job Analysis and Position Descriptions
  • 2.7. Talent Pool Development
  • 2.8. Internship Programs
  • 2.9. Talent Acquisition and Recruitment Process Audit
  • 2.10. Background Check and Screening Process Audit

3. Employee Engagement and Recognition:

  • 3.1. Employee Satisfaction Surveys and Programs
  • 3.2. Employee Engagement Surveys and Programs
  • 3.3. Employee Recognition Programs
  • 3.4. Employee Recognition Program Compliance Audits
  • 3.5. Employee Appreciation Events
  • 3.6. Employee Advocacy and Support Programs
  • 3.7. Employee Incentive Programs
  • 3.8. Corporate Social Responsibility
  • 3.9. Volunteer Program Coordination
  • 3.10. Flexible Work Arrangement Programs
  • 3.11. Employee Benefits Negotiations
  • 3.12. Employee Retention Strategies

4. Training and Development:

  • 4.1. Training and Development Programs
  • 4.2. Knowledge Transfer Programs
  • 4.3. Cross-functional Team Collaboration
  • 4.4. Training and Development Programs
  • 4.5. Leadership and Management Development/Training Programs
  • 4.6. HR Training Workshops
  • 4.7. Mentorship and Coaching Programs
  • 4.8. Employment Contracts and Agreements Compliance Audit
  • 4.9. Training and Development Program Compliance Audit

5. Performance Management and Succession Planning:

  • 5.1. Performance Management Systems
  • 5.2. Succession Planning and Talent Pipeline Development
  • 5.3. Succession Planning Program Audit
  • 5.4. Talent Reviews and Calibration
  • 5.5. Performance Improvement Plans
  • 5.6. Performance Appraisal Process Improvement
  • 5.7. Performance Appraisal and Evaluation Process Audit

6. Organizational Development:

  • 6.1. Organizational Restructuring and Downsizing
  • 6.2. Organizational Culture Assessments
  • 6.3. Change Management
  • 6.4. HR Budgeting and Cost Management
  • 6.5. Employment Branding Initiatives
  • 7. Diversity, Equity, and Inclusion:
  • 7.1. Workplace Diversity Strategies
  • 7.2. Workforce Diversity Audits and Strategies
  • 7.3. Diversity and Inclusion Initiatives
  • 7.4. Diversity and Inclusion Program Audit

8. Compensation, Benefits, and Wellness:

  • 8.1. Compensation and Benefits Administration
  • 8.2. Employee Benefits Education Workshops/Webinars
  • 8.3. Retirement Planning Workshops
  • 8.4. Employee Financial Wellness Programs/Events
  • 8.5. Employee Assistance Programs (EAP)
  • 8.6. Employee Wellness Programs
  • 8.7. Health and Wellness Fairs

Day 2

9. Compensation, Benefits, and Wellness Audits:

  • 9.1. Health and Wellness Program Compliance Audit
  • 9.2. Benefits Administration Compliance Audit
  • 9.3. HIPAA (Health Insurance Portability and Accountability Act) Compliance Audit
  • 9.4. COBRA (Consolidated Omnibus Budget Reconciliation Act) Compliance Audit
  • 9.5. Employee Assistance Program (EAP) Audit
  • 9.6. Workers’ Compensation Compliance Audit
  • 9.7. Unemployment Insurance Claims and Records Audit
  • 9.8. Employee Benefit Plan Audit
  • 9.9. Corporate Social Responsibility (CSR) Reporting Audit
  • 9.10. Vendor and Supplier Diversity Audit

10. Policy, Compliance, and Legal:

  • 10.1. Policy Development
  • 10.2. Compliance Training Tracking Systems
  • 10.3. Grievance Handling
  • 10.4. HR Audits and Compliance Reviews
  • 10.5. Employee Legal Compliance
  • 10.6. HR Data Privacy Compliance Measures
  • 10.7. HR Policy Manual Updates
  • 10.8. Employee Legal Rights Workshops
  • 10.9. Labor Union Negotiations and Relations
  • 10.10. Handbook Development and Updates

11. Policy, Compliance, and Legal Audits:

  • 11.1. I-9 Compliance Audit
  • 11.2. EEO (Equal Employment Opportunity) Compliance Audit
  • 11.3. Wage and Hour Compliance Audit
  • 11.4. FLSA (Fair Labor Standards Act) Compliance Audit
  • 11.5. FMLA (Family and Medical Leave Act) Compliance Audit
  • 11.6. Affirmative Action Plan (AAP) Audit
  • 11.7. Handbook Compliance Audit
  • 11.8. Records Retention and Document Compliance Audit
  • 11.9. Personnel File Compliance Audit

12. Workplace Safety and Health:

  • 12.1. Workplace Safety and Health Programs
  • 12.2. Workplace Harassment Prevention Programs
  • 12.3. Return-to-Work Programs
  • 12.4. Workplace Environment Surveys

13. Workplace Safety and Health Audits:

  • 13.1. OSHA (Occupational Safety and Health Administration) Compliance Audit
  • 13.2. Safety Training and Emergency Response Plan Audit
  • 13.3. Workplace Environment and Culture Audit
  • 13.4. Harassment Prevention and Training Compliance Audit
  • 13.5. Disability Accommodation Process Audit
  • 13.6. Ethics and Code of Conduct Compliance Audit

14. Communication and Employee Relations:

  • 14.1. Employee Communication Strategies
  • 14.2. Employee Relations
  • 14.3. Conflict Resolution and Mediation Workshops
  • 14.4. Employee Exit and Offboarding Processes
  • 14.5. Exit Interview Process Enhancement
  • 14.6. Employee Relations Investigations
  • 14.7. Internal Investigations and Grievance Handling Audit

15. HR Technology and Data Analysis:

  • 15.1. HR Information System (HRIS) Implementation
  • 15.2. HR Analytics and Reporting
  • 15.3. HR Technology Integration
  • 15.4. HR System Upgrades and Maintenance
  • 15.5. HR Technology Vendor Evaluation and Selection
  • 15.6. HR Metrics Benchmarking and Key Performance Indicators (KPIs)
  • 15.7. Training Evaluation and ROI Analysis
  • 15.8. Success Metrics Alignment
  • 15.9. Workforce Analytics and Planning

16. HR Technology and Data Audits:

  • 16.1. Global HR Compliance Audit
  • 16.2. Digital HR Technology Security Audit
  • 16.3. Data Security and Privacy Compliance Audit

Over the course of two enriching days, this HR Program Management Certificate Program will immerse you in interactive exercises, case studies, and group discussions tailored to apply HR project management concepts and frameworks to real-world scenarios. Network with peers, sharing insights to elevate your proficiency in HR program management.

This program equips you with the tools and guidance to cultivate confidence, enhancing your efficiency in HR Project Management and contributing to organizational development by:

  • Elevating Project Productivity: The mastery of HR program management skills is imperative for optimizing project productivity. Effective time management facilitates the efficient completion of tasks, allowing leaders to channel their efforts towards strategic initiatives that drive organizational success.
  • Enhancing Decision-Making: HR project management training empowers individuals to prioritize tasks and make well-informed decisions swiftly. By mitigating decision fatigue, often experienced by busy professionals, this training ensures timely and effective decision-making in HR initiatives.

The 2-Day HR Project Management Certificate Program is not just a training program; it’s an investment in your professional growth and the future success of your organization. By mastering these topics, you’ll be equipped to drive impactful HR initiatives, creating a workplace culture that thrives on innovation and adaptability.

Invest in Your Professional Development – Join the Next Session!

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