CHRD®

🏅🎓Certified Human Resources Director (CHRD) 

🏅🎓Certified Chief Human Resources Officer (CHRO)

🎯 ROLE LEVEL

HR Director | Group HR Head | Chief HR Officer | Board HR Advisor

Professional Designation: C-suite HR executive capable of leading enterprise-wide people strategy with demonstrable business impact

Program Objective

The Certified Human Resources Director (CHRD) / Certified Chief Human Resources Officer (CHRO) is an advanced executive certification designed for senior HR professionals, directors, and C-suite leaders responsible for shaping organizational strategy through people, culture, and governance.

The program develops globally benchmarked technical, managerial, and leadership competencies required to operate effectively at board and executive level. It integrates the CHRD Body of Knowledge with Global Technical Competence Standards, ensuring graduates demonstrate measurable capability in:

• Strategic HR leadership
• Corporate governance and executive decision-making
• Workforce and talent strategy
• Organizational performance and business excellence

The CHRD® / CHRO® program combines advanced theory with applied executive practice to meet the growing international demand for professionally certified HR Directors capable of aligning human capital strategy with enterprise value creation and sustainable growth.

Executive Role Context: CHRD / CHRO

A Chief Human Resources Officer (CHRO)—also known as Chief People Officer (CPO)—is a C-suite executive accountable for enterprise-wide human capital strategy, leadership development, culture, governance, and workforce sustainability. The role has evolved from operational HR management into a strategic governance and performance leadership function.

The CHRD® / CHRO® certification formally validates executive-level competence in accordance with Global Technical Competence Standards, confirming the holder’s ability to:

• Act as a strategic advisor to the CEO and Board
• Integrate HR strategy with business operations and risk management
• Lead complex organizations through transformation, globalization, and disruption
• Govern people systems with ethical, legal, and performance accountability

Best Fit for the Program

The CHRD / CHRO program is designed for professionals operating at, or preparing for, senior executive and board-level roles, including:

• Human Resources Directors and Heads of HR
• Chief Human Resources / People Officers
• Senior Managers and Functional Directors
• Executives aspiring to Board and C-suite leadership

The program content is developed in consultation with CHROs, HR Directors, CEOs, and international experts, and mapped to Global Technical Competence Standards to ensure relevance, rigor, and real-world impact.

Program Philosophy & Global Competence Alignment

In an era of globalization, digital transformation, and cross-border workforce mobility, HR leaders must demonstrate verifiable professional competence, not only experience.

The CHRD® program is built to transform senior HR professionals into enterprise leaders and governance partners, capable of advancing business objectives while managing human capital risk, performance, and sustainability.

The certification framework aligns with global executive competence models, ensuring graduates meet internationally recognized standards for:

• Strategic leadership
• Governance and compliance
• Business operations excellence
• High-performance organization design

CHRD Core Competency Domains

1. Enterprise HR Leadership

• Executive Strategy: Serve as executive team member contributing to enterprise strategy, M&A, and corporate governance
• Board Advisory: Provide human capital insights and recommendations to Board of Directors
• Stakeholder Management: Manage complex stakeholder ecosystems including investors, regulators, and employee representatives
• Enterprise Risk: Identify and mitigate people-related enterprise risks affecting organizational sustainability

Proficiency Requirements:

• Serve as executive team member for organization of 2,000+ employees OR $500M+ revenue
• Present human capital strategy to Board of Directors minimum quarterly
• Lead human capital due diligence for M&A transactions exceeding $100M
• Implement enterprise risk management frameworks for people-related risks

2. Workforce Planning & Transformation

• Strategic Workforce Planning: Design enterprise workforce strategies spanning 5-10 year horizons
• Future of Work: Anticipate and prepare organization for shifts in work models, automation, and workforce expectations
• Organizational Transformation: Lead large-scale transformation initiatives including restructuring, digitalization, and cultural change
• Scenario Planning: Apply scenario planning methodologies to workforce strategy under uncertainty

Proficiency Requirements:

• Develop enterprise workforce plans aligned with long-term business strategy
• Lead transformations affecting 30%+ of workforce
• Implement new work models (remote, hybrid, agile) at enterprise scale
• Demonstrate measurable productivity improvements of 15%+ through workforce optimization

3. Human Capital Reporting & Governance

• Integrated Reporting: Implement ISO 30414-compliant human capital reporting integrated with financial reporting
• ESG Leadership: Drive human capital components of Environmental, Social, and Governance (ESG) strategies
• Investor Relations: Communicate human capital strategy and metrics to investors and analysts
• Audit & Compliance: Ensure enterprise-wide compliance with employment law across multiple jurisdictions

Proficiency Requirements:

• Implement full ISO 30414 reporting framework (11 domains, 58 metrics)
• Achieve external assurance/audit of human capital reports
• Present human capital metrics in annual reports and investor presentations
• Maintain zero material regulatory violations across jurisdictions

4. Organizational Culture & Purpose

• Culture Architecture: Design and embed organizational cultures that drive performance and purpose
• Values Integration: Translate organizational purpose and values into observable behaviors and decision frameworks
• Inclusive Leadership: Champion diversity, equity, and inclusion as strategic imperatives
• Employee Experience: Design holistic employee experiences from attraction through alumni engagement

Proficiency Requirements:

• Demonstrate measurable culture transformation (employee engagement improvement of 20%+)
• Achieve top-quartile diversity representation at executive and board levels
• Implement inclusive leadership assessment and development for 100% of executives
• Achieve employee Net Promoter Score (eNPS) of +30 or higher

5. Global Talent & Mobility Strategy

• Global Talent Strategy: Design talent strategies for multinational operations across diverse regulatory environments
• Executive Talent: Lead executive succession planning and C-suite talent acquisition
• Global Mobility: Implement global mobility frameworks supporting international business expansion
• Talent Brand: Position organization as employer of choice in competitive global talent markets

Proficiency Requirements:

• Manage talent strategies across minimum 3 countries/regions
• Achieve 80%+ internal succession for C-suite and critical executive roles
• Implement global mobility programs supporting 100+ international assignments
• Rank in top 25% of industry employer brand indices

6. Innovation & Digital HR

• HR Innovation: Drive adoption of emerging technologies including AI, machine learning, and people analytics
• Digital Transformation: Lead enterprise-wide digital employee experience initiatives
• Workforce Analytics: Implement advanced analytics and AI for workforce planning, retention prediction, and performance optimization
• Technology Ethics: Ensure ethical use of AI and employee data, maintaining trust and transparency

Proficiency Requirements:

• Implement AI/ML solutions demonstrating measurable business impact
• Achieve digital employee experience scores in top quartile
• Deploy enterprise analytics platforms generating predictive workforce insights
• Establish AI ethics frameworks approved by Board and executive team

7. Enterprise Rewards & Performance

• Executive Compensation: Design executive compensation programs aligned with long-term shareholder value
• Enterprise Performance Management: Implement performance management philosophies driving high performance culture
• Pay Equity & Transparency: Lead enterprise-wide pay equity initiatives and prepare for pay transparency requirements
• Total Rewards Optimization: Optimize total rewards investments exceeding 50% of organizational operating costs

Proficiency Requirements:

• Design executive compensation programs approved by Compensation Committee
• Conduct enterprise-wide pay equity analyses with remediation plans
• Achieve gender/ethnicity pay gap ratios within 5% of parity
• Demonstrate total rewards cost optimization while improving engagement scores

8. Enterprise Social Responsibility

• Human Rights Due Diligence: Implement human rights frameworks across global supply chains
• Labor Standards: Ensure compliance with international labor standards including freedom of association and collective bargaining
• Sustainable Employment: Design employment practices supporting UN Sustainable Development Goals
• Community Impact: Lead corporate social responsibility initiatives addressing workforce and community wellbeing

Proficiency Requirements:

• Implement human rights due diligence across Tier 1 and Tier 2 suppliers
• Achieve third-party certification (e.g., Fair Trade, B Corp, SA8000)
• Demonstrate measurable community impact through workforce development programs
• Maintain zero incidents of forced labor or child labor in operations and supply chain

9. Crisis Management & Business Continuity

• Crisis Leadership: Lead organizational response to workforce crises including pandemics, natural disasters, and mass layoffs
• Business Continuity: Design and test business continuity plans ensuring workforce resilience
• Reputation Management: Protect organizational reputation through proactive management of people-related risks
• Change Leadership: Lead organizations through periods of existential challenge or transformation

Proficiency Requirements:

• Lead organizational response to enterprise-level crisis affecting workforce
• Implement tested business continuity plans achieving 95%+ critical function recovery
• Maintain enterprise reputation scores during periods of workforce disruption
• Successfully manage workforce transitions with minimal value destruction

CHRD BODY OF KNWELDGE

(Aligned with Global Technical Competence Standards, ISO, BSI and ANSI Standards)

The CHRD® curriculum is structured around the following integrated competence domains:

1. Strategic Human Resource Management
   – HR strategy alignment with corporate and ESG objectives

2. Executive Management & Leadership
   – Board-level leadership, decision-making, and change management

3. Workforce Planning & Employment Strategy
   – Talent acquisition, succession planning, and workforce analytics

4. Corporate Governance
   – Governance frameworks, ethics, compliance, and regulatory oversight

5. Performance Development & Management
   – Enterprise performance systems and leadership capability development

6. Total Rewards & Compensation Strategy
   – Executive compensation, incentives, and reward governance

7. Agile HR & Risk Management
   – Organizational agility, HR risk, and resilience management

8. Managing Global Human Resources
   – Cross-border HR operations, mobility, and cultural intelligence

9. High-Performance Organizations
   – Organizational design, engagement, and productivity systems

10. Business Operations Excellence
    – Integration of HR with operations, finance, and enterprise performance

Eligibility Requirements

Applicants must meet the following minimum criteria:

• Bachelor’s degree or higher
• Certified Human Resources Manager (CHRM) by HRMI or equivalent
• Minimum 10 years HR experience, including 4 years at senior or executive level
• Commitment to comply with HRMI Constitution and Code of Ethics

Applications not fully meeting the above may be reviewed by the HRMI Certification Board under professional equivalency and competence assessment.

Certification Assessment Pathways

To earn the CHRD® / CHRO® designation, candidates must demonstrate competence through one of the following:

• Executive Business / Strategic HR Project (assessment of applied competence), or
• Completion of the Certification Preparation Program and successful examination

All assessment routes are mapped to the CHRD® Body of Knowledge and Global Technical Competence Standards.

CERTIFICATION PRETPATION COURSE

The program is delivered in English through HRMI Registered Educational Centers (REC) and taught by certified senior HR professionals and executives. It is designed to ensure:

• Mastery of executive-level HR competencies
• Alignment with international professional standards
• Practical readiness for boardroom and C-suite responsibilities

🏅🎓AWARD OF DUAL INTERNATIONAL CERTIFICATIONS

Upon successful completion of the program, participants will be conferred the Certified Human Resources Director (CHRD^®) / Certified Chief Human Resources Officer (CHRO^®) by HR Management Institute (HRMI^®) as well as Professional Certificate in HR Management (Level3) from the Global University of Science & Technology (GUST)

🌍 GLOBAL VALUE PROPOSITION

✔ One Certification, C-Suite – Multiple Global Recognitions,
✔ Internationally Benchmarked to SHRM, HRCI, CIPD, CPHR and AHRI Standards”
✔ ISO + HR + Management Integration
✔ Mobility across USA, UK, EU, Canada, Australia, GCC, Africa & Asia
✔ Employer-Trusted & Policy-Ready Framework
✔ Board & Executive Committee Credibility
✔ Eligibility for global advisory & governance roles
✔ Enhances eligibility for C-suite progression (CGM/CEO)

                      

🌐LEVEL 3 (CHRD/CHRO) INTERNATIONAL CERTIFICATION EQUIVALENCY