Name: Human Resources Specialist
Price: 396 SAR
Availability: InStock

Course Summary

Total Tuition

396 SAR

VAT included

Start Date

2026-10-18

Session hours

6:00–10:00 PM (Riyadh time)

Delivery

Online

Certificate

Attendance Certificate

days

3 Days (Monthly)

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Course Details

Overview

The "Certified HR Specialist (CHRS)" course is a comprehensive, practical training program designed to qualify HR professionals to transition from traditional administrative practices to a strategic, integrated approach. It covers all aspects of human capital management according to global best practices, with a strong focus on the specific requirements of the Saudi market and Vision 2030.

This program is designed to be the ultimate comprehensive practical reference for anyone looking to build a distinguished career in Human Resources. It covers the entire people management ecosystem, starting from strategic workforce planning, moving through talent sourcing and recruitment, performance management and compensation, and reaching HR analytics, digital transformation, and regulatory compliance.

Given the rapid transformations in the Saudi labor market—with the number of employees in SMEs exceeding 8.88 million by the end of 2025, over 2.6 million Saudi nationals working in the private sector, and the Gulf HR technology market projected to grow from $760.8 million in 2025 to $1.75 billion by 2034—possessing integrated HR management skills has become an indispensable strategic necessity.

Objectives

Program Objectives

Understand the strategic framework of HR management – Grasp the role of HR as a strategic partner in achieving organizational goals, understand business models and financial data, and link them to talent strategy.
Apply the integrated talent management cycle – Master all stages of the talent lifecycle: planning, sourcing, recruiting, developing, retaining, and succession planning.
Design and implement compensation and benefits systems – Build competitive and fair salary structures, design short-term and long-term incentive plans, and manage payroll budgets according to best practices.
Apply HR analytics and data-driven decision-making – Use data to analyze performance, predict risks, and make proactive, evidence-based decisions.
Manage compliance and occupational risks – Ensure adherence to the Saudi Labor Law and its executive regulations, and the requirements of government platforms (Qiwa, Mudad, WPS, GOSI).
Lead digital transformation in HR – Leverage AI tools, automation, and predictive analytics in HR processes.
Design a positive and attractive employee experience – Build a motivating work environment that enhances engagement and retains top talent.

Target Audience

HR Specialists and Managers – In both public and private sectors, responsible for managing day-to-day and strategic HR operations.
Recruitment and Talent Acquisition Specialists – Looking to improve sourcing and selection processes using the latest methodologies and tools.
Compensation and Benefits Specialists – Responsible for designing and managing salary structures, incentives, and rewards.
Training and Development Specialists – Concerned with training needs analysis, program design, and impact evaluation.
HR Analytics Specialists – Working on collecting and analyzing people data to support strategic decisions.
Compliance and Government Platform Officers – Tasked with managing Qiwa, Mudad, WPS, and GOSI platforms.
Entrepreneurs and SME Owners – Wanting to build effective and compliant HR systems.
Recent Graduates – In HR, Business Administration, or Law, aiming to acquire integrated skills for a competitive edge in the job market.

Competencies

Core Competencies

Strategic Workforce Planning

Ability to analyze organizational talent needs, design flexible organizational structures, and plan succession for critical positions.

Integrated Talent Management

Mastery of sourcing, recruitment, development, retention, and succession planning processes according to global best practices and local requirements.

Designing Salary Structures & Compensation

Building competitive salary structures, designing short-term and long-term incentive plans, and managing payroll and rewards budgets.

Performance Management & Goal Alignment

Designing and implementing performance management systems, linking individual goals to organizational strategy, and connecting outputs to rewards and promotions.

HR Data Analytics

Using analytical tools (Excel, Power BI) to transform data into strategic insights, predict risks, and make evidence-based decisions.

Compliance & Government Platforms Management

Mastering the use of Qiwa, Mudad, WPS, and GOSI platforms, and ensuring compliance with the Saudi Labor Law.

Digital Transformation & AI

Leveraging automation and AI tools in HR processes and leading digital transformation projects.

Designing Employee Experience

Improving the employee journey across all stages, and building an attractive organizational culture that fosters engagement and productivity.

Learning Journey

Program Outline

Day 1: Strategic HR Framework & Workforce Planning

Introduction to Strategic HR Management

Definition of HR management and its role as a strategic partner, the difference between traditional and strategic management, the evolution of HR from Personnel Management to Strategic Business Partner.

Aligning HR Strategy with Organizational Strategy

Analyzing company strategy (growth, differentiation, cost-cutting) and translating it into talent priorities. Applying strategic analysis tools: SWOT, PESTEL, Porter's Five Forces.

Strategic Workforce Planning

The difference between operational and strategic planning, forecasting talent demand in the long term (3-5 years) based on growth and expansion goals, identifying future critical skills (Capability Mapping), and assessing current skills gaps.

Organizational Structure Design

Principles of organizational design in the age of speed and change: flat structures, agile teams, skills-based structures. Case studies from digital and multinational companies operating in Saudi Arabia.

Job Analysis and Job Description

Techniques for gathering job information, identifying core, functional, and leadership competencies, and drafting a professional job description and person specification.

Practical Workshop

Case study of a Saudi tech company experiencing rapid growth. Propose an alternative organizational structure (matrix or team-based) suitable for the growth phase, and draft an initial organizational chart showing management levels and unit relationships.

Day 2: Sourcing, Recruitment & Performance Management

The Saudi Labor Market: Opportunities & Challenges

Overview of current labor market indicators, latest Saudization decisions: 70% in procurement, 60% in marketing and sales, 30% in technical and engineering roles. The role of national platforms (Jadarat, Qiwa, Taqat) in the recruitment process.

Effective Sourcing Strategies

Selecting appropriate sourcing channels (internal and external, digital and traditional), writing a professional job description and person specification, and using Employer Branding techniques to attract top talent.

Competency-Based Interviewing Methodology

Designing behavioral and situational questions based on competencies using STAR (Situation, Task, Action, Result) and CAR (Challenge, Action, Result) models, and objectively evaluating candidates' answers against pre-defined criteria.

Strategic Performance Management

The complete performance management cycle: Planning (goal setting at the start), Monitoring (continuous follow-up and feedback), Reviewing (formal evaluation at the end), and Rewarding/Development (linking results to incentives and career plans).

OKRs and KPIs Methodology

Objectives and Key Results (OKRs) as a collaborative goal-setting framework for ambitious targets, the difference between OKRs (for breakthroughs) and KPIs (for measuring operational stability), and linking individual goals to the organization's strategic objectives.

Practical Workshop

Mock competency-based interviews between participants (one acting as interviewer, the other as candidate), evaluating answers using a competency-based rating scale, followed by immediate feedback.

Day 3: Compensation, Benefits & Talent Management

Designing Salary Structures & Compensation

Job evaluation using quantitative and qualitative methods (point factor, classification, ranking). Building multi-grade and multi-band salary structures, calculating midpoints, range spreads, and overlap between grades.

Market Analysis & Competitive Pricing

Using reliable salary data sources (market surveys from Mercer, Willis Towers Watson, Aon), determining the company's competitive positioning (Leading, Matching, Lagging), and calculating Compa-Ratio to assess internal pay equity.

Short-Term and Long-Term Incentives

Designing short-term incentive plans (annual bonuses, commissions, productivity bonuses) and long-term plans (profit-sharing plans, Restricted Stock Units – RSUs). Linking incentives to KPIs and strategic goals.

Mandatory and Voluntary Benefits

Managing mandatory benefits (GOSI social insurance, leaves per Labor Law) and voluntary benefits (group health insurance, education allowances, work-life balance programs, mental health initiatives).

Talent Management & Retention

Identifying High Potential employees (HiPos) using the Performance x Potential matrix (9 Box Grid), and designing integrated retention strategies (compensation packages, non-monetary benefits, job flexibility, recognition and reward programs).

Practical Workshop

Building a salary structure for a hypothetical organization (3 job grades), calculating Compa-Ratio for current employees, designing an annual incentive plan for branch managers, and calculating the Total Cost to Company (CTC) considering GOSI contributions.

Day 4: HR Analytics & Digital Transformation

Introduction to HR Analytics

Definition of HR Analytics and its strategic importance, the difference between Descriptive, Diagnostic, Predictive, and Prescriptive analytics. The role of analytics in transforming HR into an effective strategic partner.

Key Performance Indicators (KPIs)

Calculating core indicators: Turnover Rate, Time to Fill, Cost per Hire, Productivity per Employee, and Absenteeism Rate. Selecting appropriate indicators for the organization's goals.

Predicting Employee Turnover Risk

Building a simple probabilistic model to identify employees most likely to leave using risk factors (tenure, salary, performance rating, absenteeism, training participation). How to use this analysis for early intervention (stay interviews, improvement plans).

Digital Transformation in HR

Concept of digital empowerment in HR, the difference between digitization and digital transformation. Using the Qiwa platform as the official portal for employers and employees: contract management, contract documentation, and compliance monitoring.

Artificial Intelligence in HR and Recruitment

AI applications: automated resume screening, chatbots for employee and candidate inquiries, predictive analytics, and personalized learning paths. Ethics, privacy, and compliance with the Personal Data Protection Law (PDPL).

Practical Workshop

Using ChatGPT to draft an attractive job advertisement, using a simple screening tool (simulation) to identify the best candidates based on keyword matching. Building a simple employee turnover risk prediction model using Excel.

Day 5: Compliance, Employee Experience, & Comprehensive Case Study

HR Compliance and Labor Laws

Review of the substantive amendments to the Saudi Labor Law (February 2025), the updated violations and penalties schedule (February 2026), Qiwa platform requirements (90% contract documentation rate by June 30, 2026), the Wage Protection System (WPS), and the Mudad platform (30-day deadline for WPS file submission).

Managing Government Platforms

A comprehensive practical guide to managing Qiwa, Mudad, WPS, and GOSI platforms. Integration and linkage between platforms to ensure total compliance and avoid violations and penalties.

Designing Employee Experience (EX)

The concept of Employee Experience and its importance, the difference between EX, Job Satisfaction, and Engagement. Mapping the Employee Journey and identifying Pain Points and Moments that Matter.

Building a Culture of Recognition

Designing non-monetary recognition programs (certificates, symbolic awards, public praise) and monetary programs (spot bonuses, profit sharing) that enhance the feeling of value and belonging. Measuring the impact of recognition programs on employee satisfaction and turnover rates.

Comprehensive Case Study

A medium-sized Saudi company (250 employees) facing multiple challenges: high turnover (28% annually), weak performance evaluation system, lack of clear career paths, absence of an HR analytics system, and compliance violations on the Qiwa platform. Requirements: (1) Diagnose strategic challenges using analytical tools, (2) Propose a strategic framework to transform the HR role, (3) Build 5-7 major priority initiatives over 12 months, (4) Define key success indicators, (5) Present a communication and implementation plan to senior management.

Final Test and Review

Practical case questions (scenario analysis, output design) and short objective questions on key concepts. Review of the main points covered during the five days.

Next Available Date

Global Schedule

Date

2026-10-18

Delivery

Online

Session hours

6:00–10:00 PM (Riyadh time)

396 SAR

VAT included

Overview

Program Objectives

Understand the strategic framework of HR management – Grasp the role of HR as a strategic partner in achieving organizational goals, understand business models and financial data, and link them to talent strategy.
Apply the integrated talent management cycle – Master all stages of the talent lifecycle: planning, sourcing, recruiting, developing, retaining, and succession planning.
Design and implement compensation and benefits systems – Build competitive and fair salary structures, design short-term and long-term incentive plans, and manage payroll budgets according to best practices.
Apply HR analytics and data-driven decision-making – Use data to analyze performance, predict risks, and make proactive, evidence-based decisions.
Manage compliance and occupational risks – Ensure adherence to the Saudi Labor Law and its executive regulations, and the requirements of government platforms (Qiwa, Mudad, WPS, GOSI).
Lead digital transformation in HR – Leverage AI tools, automation, and predictive analytics in HR processes.
Design a positive and attractive employee experience – Build a motivating work environment that enhances engagement and retains top talent.

Target Audience

HR Specialists and Managers – In both public and private sectors, responsible for managing day-to-day and strategic HR operations.
Recruitment and Talent Acquisition Specialists – Looking to improve sourcing and selection processes using the latest methodologies and tools.
Compensation and Benefits Specialists – Responsible for designing and managing salary structures, incentives, and rewards.
Training and Development Specialists – Concerned with training needs analysis, program design, and impact evaluation.
HR Analytics Specialists – Working on collecting and analyzing people data to support strategic decisions.
Compliance and Government Platform Officers – Tasked with managing Qiwa, Mudad, WPS, and GOSI platforms.
Entrepreneurs and SME Owners – Wanting to build effective and compliant HR systems.
Recent Graduates – In HR, Business Administration, or Law, aiming to acquire integrated skills for a competitive edge in the job market.

Core Competencies