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Ucanlyfor Education

Human Resource Management

Human Resource Management: Intermediate

From generalist to strategic HR business partner: workforce planning, people analytics, performance systems, and a full HRBP strategy defense.

  • Course
  • Intermediate
  • 8 weeks
  • 47 lessons
  • Updated July 2026

What you'll learn

  • Shift from HR admin to business partnership, aligning people strategy to business goals and stakeholder needs
  • Build workforce plans, talent strategy, job architecture, career frameworks, and succession plans for critical roles
  • Understand HR metrics that genuinely matter, and run diagnostic analysis with data storytelling for leaders
  • Design performance management systems with OKRs, continuous feedback, and fair underperformance handling
  • Run a complete people analytics engagement diagnosing attrition or engagement, with a costed recommendation
  • Design competitive reward systems with salary benchmarking, variable pay, and genuine pay equity
  • Measure and improve engagement, build culture and inclusion, and handle employee relations and change management
  • Understand HR technology, HRMS, and automation, and where AI introduces genuine bias and risk in HR decisions
  • Build and defend a full HR business partner strategy with workforce planning, reward, engagement, and an analytics dashboard

Skills you'll practise

  • Intermediate HR
  • HRBP
  • Strategic HR
  • Workforce Planning
  • Talent Strategy
  • Job Architecture
  • Succession Planning
  • People Analytics
  • HR Metrics
  • Attrition Analysis
  • Data Storytelling
  • Performance Management
  • OKRs
  • Talent Development
  • Compensation and Benefits
  • Salary Benchmarking
  • Pay Equity
  • Employee Engagement
  • Culture and Inclusion
  • Employee Relations
  • Change Management
  • HR Dashboard
  • HRMS
  • AI in HR
  • HR Strategy

Before you start

  • Completion of the Human Resource Management Beginner level, or working knowledge of recruitment, onboarding, the employee lifecycle, and HR basics
  • A computer capable of running Excel or Google Sheets and basic dashboard tools
  • Comfort with basic HR concepts and data analysis

Syllabus

Printable syllabus
  • 8 modules
  • 47 lessons
  • 8 assignments

The strategic HR business partner, workforce planning and talent strategy, people analytics foundations, performance and talent development, a minor project running a people analytics engagement, compensation reward and recognition, engagement employee relations and HR technology, and a major project building an HR business partner strategy.

Learn the shift that turns HR into a genuine strategic function, and speak the language of the business.

  1. From HR Admin to Business Partnership20 minPreview
  2. Understanding the Business You Support22 min
  3. Aligning People Strategy to Business Goals22 min
  4. Stakeholder Management and Influence22 min
  5. HR Consulting and Problem Diagnosis20 min
  6. Ucanly Lab: Diagnose a Real Business People ProblemAssignment

Plan the people a business will need ahead of time, and design how it attracts and retains genuine capability.

  1. Workforce Planning That Genuinely Anticipates22 min
  2. Building a Talent Strategy22 min
  3. Job Architecture and Career Frameworks22 min
  4. Succession Planning and Critical Roles22 min
  5. Build, Buy or Borrow Talent Decisions20 min
  6. Ucanly Lab: Build a Workforce PlanAssignment

Understand the shift that made analytics core to HR, and turn analysis into a decision a leader will act on.

  1. Why HR Genuinely Runs on Data Now20 min
  2. HR Metrics That Genuinely Matter22 min
  3. Collecting and Cleaning People Data22 min
  4. Diagnostic Analysis and Finding Drivers25 min
  5. Data Storytelling for Leaders22 min
  6. Ucanly Lab: Analyse a Real Workforce DatasetAssignment

Build performance systems that genuinely improve performance, and identify the people who matter most.

  1. Designing Performance Management That Works22 min
  2. Goals, OKRs and Continuous Feedback22 min
  3. Learning, Development and Capability Building22 min
  4. Talent Reviews and High Potential Programs22 min
  5. Managing Underperformance Fairly20 min
  6. Ucanly Lab: Design a Performance FrameworkAssignment

Turn a vague leadership concern into an answered, costed, and defended people question.

  1. Minor Project: Framing the People Question20 min
  2. Minor Project: Preparing and Exploring the Data22 min
  3. Minor Project: Diagnosing Attrition or Engagement25 min
  4. Minor Project: Quantifying the Business Impact22 min
  5. Minor Project: The Costed Recommendation and Data Story22 min
  6. Minor Project: Findings Defense and Mentor ReviewAssignment

Design pay that genuinely attracts and retains, without breaking budget or fairness.

  1. Building a Fair and Competitive Reward System22 min
  2. Salary Benchmarking and Pay Structure22 min
  3. Variable Pay, Incentives and Bonuses22 min
  4. Pay Equity and Transparency22 min
  5. Recognition and Non Financial Reward20 min
  6. Ucanly Lab: Build a Reward and Benchmarking ModelAssignment

Understand what drives commitment, handle disputes fairly, and understand the systems reshaping HR.

  1. Measuring and Improving Engagement22 min
  2. Culture, Belonging and Inclusion22 min
  3. Employee Relations and Conflict Resolution22 min
  4. Managing Change and Difficult Transitions22 min
  5. HR Technology, HRMS and Automation22 min
  6. Ucanly Lab: Design an Engagement and Relations PlanAssignment

Operate as a genuine HR business partner and build a complete capability strategy for a business unit.

  1. Major Project: Understanding the Business Unit20 min
  2. Major Project: Workforce Planning and Talent Strategy22 min
  3. Major Project: Performance and Reward Framework22 min
  4. Major Project: Engagement, Retention and Culture22 min
  5. Major Project: The People Analytics DashboardAssignment

Hands-on work

  • Project 1

    Ucanly Lab: Diagnose a Real Business People Problem

    Module 1: The Strategic HR Business Partner

  • Project 2

    Ucanly Lab: Build a Workforce Plan

    Module 2: Workforce Planning and Talent Strategy

  • Project 3

    Ucanly Lab: Analyse a Real Workforce Dataset

    Module 3: People Analytics Foundations

  • Project 4

    Ucanly Lab: Design a Performance Framework

    Module 4: Performance and Talent Development

  • Project 5

    Minor Project: Findings Defense and Mentor Review

    Module 5: Ucanly Minor Project, Run a People Analytics Engagement

  • Project 6

    Ucanly Lab: Build a Reward and Benchmarking Model

    Module 6: Compensation, Reward and Recognition

  • Project 7

    Ucanly Lab: Design an Engagement and Relations Plan

    Module 7: Engagement, Employee Relations and HR Technology

  • Project 8

    Major Project: The People Analytics Dashboard

    Module 8: Ucanly Major Project, Build an HR Business Partner Strategy

Who this is for

  • Beginner level graduates ready to move into HR business partner or people analytics roles
  • HR generalists who want structured, strategic and analytics level skills
  • Anyone preparing for HR business partner or people analytics interviews
  • Anyone preparing for SHRM SCP or HR analytics certification pathways

About this course

Human Resource Management with Ucanly, Level 2 Intermediate, takes you from generalist to strategic HR business partner. This course covers Indian labour and HR compliance for general awareness only. It is not legal advice, and employment law changes and varies by state. For real workforce and compliance decisions, an organisation should confirm current requirements with a qualified legal or compliance professional. Built for practitioners who have completed the Beginner level or have working knowledge of recruitment, onboarding, the employee lifecycle, and HR basics, this program goes deep into HR business partnering, workforce planning, and talent strategy. You will build people analytics foundations including HR metrics, diagnostic analysis, and data storytelling for leaders, and in your minor project in week six, run a complete people analytics engagement on a real style workforce dataset, with an attrition or engagement diagnosis, driver analysis, a costed recommendation, and a defended data story. You will then design performance management systems, compensation and reward structures, and engagement and employee relations approaches, plus HR technology and automation. You will graduate having built a full HR business partner strategy for a simulated business unit in your week ten major project, covering workforce planning, a performance and reward framework, an engagement and retention plan, an analytics dashboard, and a live defense to Ucanly mentors acting as business leaders.

What you get

  • Live mentor led Ucanly sessions plus self paced recorded content, fully online
  • All practical work done through people data analysis, HR case studies, and simulated organisational scenarios
  • A minor project running a people analytics engagement with a defended data story by week six
  • A major project building and defending a full HR business partner strategy by week ten
  • Ucanly portfolio review, mock HR business partner and people analytics interviews, and a personalized roadmap to the Advanced level
  • Direction toward SHRM SCP and HR analytics certification pathways, and Certificate of Completion from Ucanly

A Ucanly certificate on completion

Complete this course to earn a Ucanly certificate with its own page and QR code. Save it as a PDF, share its link, or add it to the certifications on your LinkedIn profile.

Certificate IncludedCertificate EligibleUcanly certificate

Frequently asked questions

This course covers Indian labour and HR compliance for general awareness only. It is not legal advice, and employment law changes and varies by state. For real workforce and compliance decisions, an organisation should confirm current requirements with a qualified legal or compliance professional.

It is recommended, but working knowledge of recruitment, onboarding, the employee lifecycle, and HR basics is sufficient to start.

Yes, your minor project is a complete people analytics engagement on a real style workforce dataset, with an attrition or engagement diagnosis, driver analysis, a costed recommendation, and a defended data story.

A full HR business partner strategy for a simulated business unit, covering workforce planning, a performance and reward framework, an engagement and retention plan, an analytics dashboard, and a live defense to Ucanly mentors acting as business leaders.

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