This course contains the use of artificial intelligence.

400 tools for the chief HR role in one course: 230 ready-to-use question lists, procedures, templates, checklists, matrices and metric sets, 147 models and methods, and 23 services and apps shown on screen.

Open a lecture, take the tool, use it in your next conversation with the CEO.

Why a strong HR director is not yet a CHRO

An HR director runs HR well: hiring, pay, development, reports. A CHRO sits at the table where the company decides where to invest, whom to acquire and what to tell the board. The questions change. What does this cost and return? Who replaces our key people? Will the culture survive the merger? An HR director answers with processes. A CHRO answers with numbers, risks and options.

What changes after this course

You put HR proposals into the language of return and risk. You bring the board a short set of people metrics. You know your critical roles and who stands behind each. You lead a transformation as its owner, not as its support function. You measure culture instead of describing it. You are the person the CEO calls before a hard decision. And you run your own team by the same standard you ask of others.

What is inside: 400 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 230 ready-to-use tools inside the presentations:
• 61 question lists and scripts: CHRO coaching conversation, corporate culture discovery, Gallup Q12, organizational design driver assessment
• 45 step-by-step procedures and workflows: HR business case development, strategic workforce planning, compensation benchmarking, HR digital transformation
• 38 templates and sample documents: stakeholder communication plan, strategy planning, succession bench register, individual development plan (IDP)
• 37 checklists: HR data privacy, CHRO future readiness, talent identification criteria, employee benefits audit
• 29 scorecards, rubrics and matrices: CHRO competency maturity, financial-HR alignment matrix, succession risk matrix, nine-box grid
• 13 formulas and metric sets: compensation effectiveness metrics, talent analytics metrics, culture measurement metrics, board-level HR metrics
• 7 other working tools: team effectiveness feedback exercise, sales base salary decision tree, negotiation style self-assessment
• 147 models and methods explained with examples: balanced scorecard, total rewards, leadership pipeline, ADKAR change management
• 23 services and apps shown on screen, from a quick look to a detailed demo: Jira, Trello, Asana, Slack, Miro, Notion, Zapier and others

Where the tools are

• The CHRO role (7 sections, 92 tools). From HR director to strategic partner, finance and rewards, talent and succession, culture and engagement, change and transformation, analytics and the board, the future of the role.
• Executive people management skills for CHROs (316 tools, 48 lectures). Most of the tools are here: hiring, onboarding, team development, leadership styles, pay and bonuses, motivation, retention, talent, goals, performance, one-on-one meetings, coaching, meetings, change, business models, conflict, negotiation and remote teams.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

When I was a beginning HR director, about 27 to 30 years old, I met more experienced HR directors at conferences. They were 40, 45, 50, and they kept talking about culture and values and how they work on them with the leadership team. For me culture was something you describe once. I did not understand why they talked about it so much. Only with time, after many cases in my own practice, I saw that it is ongoing work at the top. One more thing from experience: keep a good relationship with the CFO. I always had one. I have heard of HR leaders who did not, and it is close to a catastrophe.

How to use the course

Watch the first seven sections in order: each is one lecture on one part of the CHRO role. Use the people management section as a reference: section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 56 lectures across 9 sections, 30 hours
• 55 downloadable resources: the lecture presentations
• 400 tools across the lessons, ready to copy into your own work
• A 10-question practice test, a quiz and a role play
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Open the first lecture and rate yourself on the CHRO competency maturity scale. The lowest score shows which section to open next. Enrol now and start your first lesson today.